Thank you.
As I said earlier, my study is specifically about the inclusion of women and how we could value women, minorities, and LGBTQ+ groups more, because, all in all, we are different. And that difference is a strength. We really need to ensure the continuity of diversity.
As I said, where cultural and structural barriers are concerned, there is not just one simple solution. We need to revisit the organization as a whole, and administrative policies. We need to review the way we evaluate and promote our staff. There is still a bias against women. We need to take a closer look at how we define a leader, success and how we reward people.
It's also worth looking at inclusive leadership to see what the qualities of an inclusive leader are, because that's really important.
On the equipment and infrastructure side, we still have uniforms that aren't female-friendly. Our protective gear is really designed for a man's body, so it doesn't fit a woman's body. This obviously leads to women being less effective in operations. They find themselves in more danger, because they are not properly protected.
We also need to look at training and education, how we provide our training on our values and ethos.
It's important to look at cultural intelligence and gender intelligence. We need to recognize the differences between women and men, because we don't respond in the same way. But this difference does not mean that women are weak. For example, when a woman sheds tears, it does not mean that she is not able to cope with the situation. It's just the way she expresses herself. So it's important that everyone understand the differences between the sexes to ensure greater respect.
Finally, it's all these little aspects of organizational culture that we really need to change to get to the point of being more inclusive.