June 3, 2024 • 28 mins
En este episodio, abordamos dos temas cruciales que impactan nuestra sociedad. Primero, el nuevo informe estatal del Commonwealth Fund revela disparidades raciales y étnicas en la atención médica en EE. UU.. Para hablarnos más sobre este informe nos acompaña el Dr. Joseph Betancourt, presidente de Commonwealth Fund.
Además, una encuesta echo por Robert Walters sobre la diversidad e inclusión en el lugar de trabajo muestra preocupantes desigualdades salariales. Ricardo Marrufo, jefe de Investigación de Robert Walters nos brinda más detalles
Además, una encuesta echo por Robert Walters sobre la diversidad e inclusión en el lugar de trabajo muestra preocupantes desigualdades salariales. Ricardo Marrufo, jefe de Investigación de Robert Walters nos brinda más detalles
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Episode Transcript
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(00:00):
Hey, hey, hey, hey, hey, hey, hey, hey,
hey, hey, hey, hey, hey. Welcome to this episode.
We' re with you. Thisis Claudia Mendoza and in this episode
we will address two crucial issues thatimpact our society. First, Comen walf
' s new state report reveals racialand ethnic dysperities in health care in the
United States. To talk more aboutthis report, we are accompanied by Dr
(00:25):
Joseph Bettancourt, President of Comment Wilf. In addition, a survey by Roper
Walters is about diversity and inclusion inthe workplace. It shows worrying wage inequalities.
Ricardo Marruffo is Robert Walters' headof research and he gives us more
details. So without further ado let' s begin Latin hor presents. We
(00:47):
are a weekly program of information,segments and interviews to empower our minds.
Now it starts we' re goodwith a report. This reveals persistent racial
and ethnic disparities in health care,with marked racial divisions in the rate of
(01:07):
premature mortality across the United States.Dr. Josep Bettancourt, President of the
Commeno, Walf Fun to tell usa little more about this report. Welcome.
Thank you for joining us so hotdotorpe. Thanks to you and privilege
be with you young man I lovethis because we are going to talk,
that is, we are trying tohave it as national, but this was
(01:30):
something more per state, where eachstate is located and where we can look
for more information if we are indifferent states. I, for example,
am in Florida, where I findmore information about this new report, because
it brings me a lot of attention. Yeah, it' s not a
very important report. It just cameout today and can be found on our
website, which is Homer World fundOr. They can do Google comm of
(01:51):
Fund and there we have not onlythe entire report that gives us information about
all fifty states and Washington DC,but one can look for their state and
see how everything goes with the differentpopulations of each state. Thus and you
can also find information about the LatinCommunity at national level. So there'
(02:13):
s a lot of information in thereand I' m asking all the people
who have an interest to please beon our websites. And there this information
is already very important for our future. And this is fu comment Wolf find
or ERG. You can also findthe information in Spanish notice we are in
that it is not ready in Spanishyet ok no problem. That' s
(02:36):
Google Dreanslite It doesn' t matter. Yes, exactly. Yes, exactly.
Tell us about it. A littlemore on the data on premature deaths
and racial and ethnic division in thisreport. Yeah, well, first of
all, the purpose of this reportwas to determine if there are health disabilities
affecting Latinos in three areas. Healthin general, access to the health system
(03:00):
and quality of care when one receivesmedical services. In every U S state,
we use twenty- five health andmedical care statistics to download the report
and find a few things. Firstand foremost, these disparities exist in all
States. Second, although there areStates that, year after year, are
(03:22):
among the best in our country ingeneral terms of health, they also suffer
from caalities and third parties, thereare some States that are better than others
and we can learn a little bitfrom them to make it clear. At
the national level, Latinos have lesshealth insurance and access to the health system.
They receive a lower quality of carewhen they enter the health system and,
(03:43):
as you said, they suffer frompreventable deaths at a higher rate than
others. Yeah, there' sstate variation. It has been dependent on
health policy, health systems and good. Already there, in Florida, for
example, we find that among theforty- seven states where there were statistics
on the Latino population, the Froudidacame out in fourteen in general health,
(04:10):
which says in the sixteen in generalclub, twenty- six in access to
the medical system and twenty- threein care for the community of Latin America.
So it' s, as theysay, not very well, not
very bad, but there they areexactly intermediate. Yeah, let' s
see. It strikes me very muchthat we can take, as it is
said in English, the page formateState. Right, so we' re
(04:31):
going to take information from another statelike us, in Florida, for example,
we' re in the middle hereand not very good and very bad.
How we can search for information andwhat we can do to get to
be in the first, to beable to make decisions and change that and
(04:53):
improve our insurance and things for ourlife. Yeah, well, let'
s talk a little bit about whatcan be done on the state level.
We see states like Massachusetts, whichis number one in the country and has
very small disparities for minority populations.True, what can be learned from a
state like Massachusetts, a state likeHawaii. Well, those States that remain
(05:15):
at the forefront do a few thingsand our Latin Community, for example,
at the national level, has fewerresources, indeed, and this makes it
difficult for it to have health,especially in States that do not invest in
social programmes. So states that doinvest in social programs, help with housing,
invest in parks so that people canexercise access to healthy food, as
(05:39):
those states already make the list soundvassive also states that invest in programs to
ensure that health insurance is affordable.Latino' s better. True, that
investment in ensuring that, for example, the expansion of America or has made
(06:00):
it easy for one to obtain healthinsurance, as those States also take the
lead. And finally, the Statesthat invest heavily in their health and equity
system is a priority, as wesee that Latin is better off. So
that' s the message at thestate level. But what I say to
our Community, I am a familydoctor. I' m an internist.
(06:24):
I have a lot of Latino patients. We, as a community, need
to be truly informed, know howto acquire health insurance, know how to
manage the health system, find adoctor who can understand it, who can
help you. So we can alsodo our part and also eat healthy,
(06:46):
exercise things. There are many thingsthat we, as a committee, can
also take into account and take inexact action what we are always told to
do, but many times you sayI will do it tomorrow how best tomorrow
not as rice tomorrow. I exercisein taking is in our own hands.
We' re talking to Joseph Bettancor, President of COMMEN wals Fun. We
(07:11):
are talking about a new state reportthat reveals extensive and persistent racial and ethnic
disparities in health care. How thisstudy was carried out. Well, we
here, in the Ham or Fondas, have a study every year with statistics
from each state and there we makea list of the best and the states
that fall back. This year wedecided to make a report dedicated to equity,
(07:36):
so we take twenty- five statisticsthat are obtained from each state,
some on health in general, atleast the death rate, by cancer of
the large intestine due to breast cancer, infant mortality, that is all is
public and we have like ten ortwelve there the end of these general we
(08:01):
have statistics on access to medical carethat means how many people in the state
do not have health insurance, howmany adults, how many children. And
finally, we take into account hospitalstatistics, which hospitals in each state have
to report information about the care theygive their patients. And then we take
(08:24):
this information into account as well.These three things, because they already give
us twenty- five statistics to comparehow the Latin Community compares with other communities
and, at the national level,how the States compare with each other.
Ok speaking of comparisons, or whatare the implications of health inequalities and what
are the broad political solutions, Orwhat can we do to create a more
(08:48):
equitable health system around the United States, because we are talking before it sometimes
varies by state, But what canwe do to make it very similar across
the country, Good for each one, at the federal level and at the
state level, we can invest morein what is called the social context,
(09:09):
which means what we have actually talkedabout, parks so that people can do
exercises, access to healthy food,everything one can do for oneself, but
invest in programs that make that easier, helps with housing the basic things to
live, because all that connects tohealth. That' s for one.
(09:31):
For second, ensure that the rateof people without health insurance goes down.
In many States. There are stateslike Texas, which reaches almost seventeen,
twenty percent of the population have nohealth insurance, compared to Massachusetts, which
is less than one percent health insurance. It' s very important. Without
(09:52):
health insurance, you can' tsee anymore. The doctor can' t
take good care of himself. Soto face that crisis, to ensure that
the country, a country like ours, that has so many resources that everyone,
has medical insurance and, finally,that hospitals, because they are more
attentive to equity, truth, havemore doctors who speak, for example,
(10:13):
Spanish, that the information is availablein Spanish, that there is this cultural
competence, truth that the patient,since they can already be better cared for
as in understanding better with their doctor, that it is easier to enter medical
care. So those three things,those are the things we see in the
(10:35):
States that continue to do so againstthe States that are below. Okay,
so we also put our bit ofsand to order all of a sudden.
One says suddenly I don' task, because they don' t have
a doctor in Spanish. The worstdiligence you don' t ask yourself.
And all of a sudden, inhospitals, they' re starting to see
the demand that we need someone inSpanish. And from there, just asking
is that you can start to seea change exactly, exactly between what we
(11:00):
have to do to take care ofourselves and make the connection with a doctor,
GP who understands that you can takegood care of him, because already
there we go exactly where we canfind a little more information. Remind us
of that page other places where wecan find a little more information about what
we can do to make this littlechange. Yeah, well. The good
(11:24):
news is that in the Comme ofFound Or, our website, there is
much, much information, not onlyabout this report, this report, but
about other information, other health informationfor different populations. So there are a
lot of things there that you canfind is www. Comment wald found Org.
(11:48):
There I ask you all to golearn and that information that we can
use and also to advocate for thispolicy and this improvement of health at the
national and state levels. There wehave resources for everyone, for everyone,
not just for Latinos, for everyoneand who has a question, suddenly you
can find an answer exactly, exactlyperfect. Thank you so much for joining
(12:11):
us. We were talking to DrJosep Bettanco, the president of the Commen
Wolf Fun. He told us alittle more about the new state report that
reveals extensive and persistent farewell racial andethnic disparities in health care. He told
us a little more about what wecan do and remember that for more information
you can visit commen Wolf Fun dotor heretic. Thank you so much for
(12:35):
joining us. Tancourt' s doctor. Thank you, good. According to
a recent survey conducted by global recruiterRobert Walters, on diversity and inclusion in
the workplace showed us that out ofmore than six out of six zero professionals
in North America, only thirty-nine percent of women reported earning$ 55,
000 or more and 28 percent menare 28 percent less than men.
(13:03):
To tell us more about this surveyand what is happening, Ricardo Marrufo,
head of research at Robert Walters,is with us. Thanks for joining us.
Thank you very much tob to Youfor the invitation, a pleasure to
be on the program and a greetingto your audience. Grace. So I
mean, let' s talk alittle bit, because this survey really caught
my attention why the company decided todo this survey. Let' s start
(13:26):
there, of course, so lookclearly at the issue of gender balance at
work. It is an issue thathas already been discussed for several years,
not and definitely progress has been madeon it with legislation, with labour laws.
But with the results of this studywe have seen that we still have
a great way to go. Havingsaid that, we, as a recruiting
(13:50):
company, listen almost daily to ourcustomers talk about how they want to receive
or interview more diverse candidates to beconsidered in their different vacancies. Not then,
therefore, we decided to launch thissurvey to know the experiences of all
professionals or professionals in the workplace,regardless of age, gender or ethnicity,
(14:11):
We wanted to understand a little bitand have data, obviously, to pack
to this power, since better adviseour clients. So this was a little
bit, the reason we had thesurvey done. And tell us a little
bit more about this survey, becausethe numbers and everything that I was reading
I mean it wasn' t veryfavorable for the woman, which is the
(14:33):
part of the job right now,in all the pay. Well, yes,
I completely agree. Yes, unfortunately, as I mentioned to you,
this type of studies reveal that wehave a great way to go to make
the gaps in this subject smaller.But talking a little bit more about methodology
and survey, as you mentioned,was done to six zero professionals across North
(14:56):
America. They are people who areprofessionals or office workers or as they are
known from White Coller No. That' s four thousand from the United States
and two thousand from Canada. Thesurvey is very recent. It was recently
carried out in April and May ofthe two thousand and twenty- three and
(15:20):
basically analyzes the experiences, particularly aroundsalary. As you mentioned, progression and
inclusion in the workplace and in demographicgroups. Not something relevant to the audience
is that ten percent, a littlemore than ten percent of the survey are
Hispanic and is a sample we thinkconsiderable that, obviously and fortunately, continues
to grow in the market. Notsure, that is to say to see
(15:41):
that our people are starting to growin these industries. It is therefore a
great achievement for all. I mean, an achievement of one is an achievement
for all. Of course, inwhich race we are seeing the biggest wage
gap between genders, we can seethat, that is, we are talking
about the financial sector of root estate, that is, in which part we
(16:03):
can see that it is a littledifferent. What it' s been when
we get paid. That' sa very good question. Look at our
encuestra. Cover survey, excuse me, specifically covers the roles of professionals,
as I mentioned to you, andunfortunately, we see that in this case
wage gaps still exist in the vastmajority of professional services. There is no
(16:26):
race that is not exposed to thiskind of gaps, wage gaps. We
see that it exists in marketing,in sales, in technology, in law,
in banking finance. It reveals tous that there is still a great
way to go and that it isa generic topic that does not exclude any
(16:49):
specific career, exactly speaking of whichwe have a way to go. There
are already many women business owners whocan suddenly start making that change and get
a little closer to closing that gap. What companies can do to ensure that
all their employees receive a fair payment, no matter their gender or race or
(17:10):
their ethnicity, that the clear ethnicbackground It is also a very good question,
as there are several strategies to achievethis. Not the first step,
and obviously the most important thing isthat companies become aware of the situation both
around their wage gaps and the impactalso of the cost of living and what
they can have on their employees.Once aware of this issue, it is
(17:37):
also important to hire the right leadersto support wage promotion and transparency within the
company, make a very conscious reassessmentof the hiring packages, promotions, bonuses
and benefits that are granted to employees, try to homolog them to what the
market itself is dictating and, obviously, to the economic conditions. It is
(18:02):
also very important to encourage wage negotiationsand make this a basic part of the
semi- annual reviews or the famousopplaceles work hard to give confidence and have
an ideal environment for workers, specificallywomen, to feel comfortable having in wage
negotiations. And something very important andthat has been working again, but there
(18:27):
is still one way to go isto encourage diversity in all departments and levels
within the company. Not this isgoing to help a lot, and one
thing is that it' s relevantis to allow an external consulting company to
review your practices to find out whichareas need to be fixed. To give
(18:48):
you a brief example, in ourgroup we offer an inclusiveness audit where we
review there are biases within recruitment processes. We review all employee experience and in
this way we have data with whichcompanies can make decisions. Not then the
most important thing or to summarize isthe issue of being aware that there is
(19:08):
that and then start working on theexact same thing. I mean, I
' m very struck by the factthat many times the company owners or those
who are running the company don't think about what they hear we need
another pair of eyes outside the company, which many times one thinks they do.
I have two Latinos, I havean Asian, I have seven women,
(19:29):
but they don' t think so. Well, if the rest isn
' t, like, bigger thanthe number of people who don' t
fall into those minorities, because youcan tell if someone else outside of the
company can tell you listen, thatis, you' re missing at least
other little people. Here you canchange a bit in this sector and give
those opportunities to other people as well. Because I know that part of what
(19:53):
we have always seen and what Ihave read and what the news tells us
is the change of salary more thananything with women. It' s because
he can' t be very reliablein the sense that he always, because
he' s a mom, sohe has to go for the kids.
You can get pregnant, that is, you have a little more risk to
(20:15):
women and that may suddenly be partof what changes the possibility of a good
salary. But it shouldn' tbe this because it' s not like
it used to be. Women nolonger stay in the house working? We
all have in the house taking careof the children, now we all have
to work. Then we all needthat fair wage, because now the cost
of day is rising a lot andat the end of the day the productivity
(20:41):
that can give you is well demonstrated. A balanced team, a diverse team
tends to have a lot better resultsin terms of productivity, in terms of
the representation they can have in themarket. So, it' s definitely
something to review and a little outsidehelp that can evaluate all your processes.
See if any bias success is highlyrecommended. Yeah, as they say in
(21:03):
English, it' s ok ashkupeIt' s okay to ask for help.
That' s not bad at all. If we talk about companies,
now let' s talk about employeesHow can employees, men or women,
dry up to their employers and askthem for a raise, ask them for
a promotion? Like because he sometimesthinks like that or not how it is,
then, by asking for more money. Throw me what we can do
(21:26):
to get rid of that stigma.If this type, as you rightly say,
these kinds of pay or salary conversationsare not the easiest to definitely have,
especially if you are in person orface- to- face, they
are not challenging and sometimes can evenbe daunting. So, in this case,
one strategy that we recommend is touse electronic means, that is,
(21:49):
send. You can send an emailto your manager or the person with whom
you are going to negotiate or talk, where you mention the points in advance
where you mention the data, youmention the reason why you are asking for
this increase or this promotion and inthis way, at the time of having
the conversation with them face to face, you can be assertive. You can
(22:12):
communicate and have a conversation based ondata, not just on emotions. No,
it' s not the easiest thingto do, but it helps a
lot. First sit down and writean e- mail, send it to
you, send forgiveness to your managerand then be able to have that conversation.
It helps a lot. Now somethingsuper important is to choose the right
(22:33):
time, be very with a goodtiming in this conversation. It' s
very important. A good time maybe, for example, when you had
some success in the company, whenyou come to the successful conclusion of a
project. That' s when youcan have these kinds of conversations definitely again,
having a good timing can have verygood results. Also investigating wage trends
(22:57):
in the market in this way,you understand what is being paid in this
position, in this region, atthis level and in that way. Again
you have data and you' regoing to feel very confident to ask for
something. Not because at the endof the day is fair in the market
and a recommendation is also not toexpect an immediate response. Or at that
(23:21):
time you have to give the information, you have to make the request to
your manager and then follow politely askingfor deadlines or next steps to achieve what
is being asked. It' snot something you' re going to accomplish
overnight, but with these steps webelieve it can help you achieve what at
the end of the day, themarket is paying for it. Of course
(23:42):
yes, it is yes to goone prepared, just as one has prepared
a job interview and you investigate theinformation of the company in which you are
going to work the same is ifyou want to keep growing and you want,
that is, to have a littlemore result in your position, because
it is to be prepared and tobe willing to also have a counter offer,
(24:03):
that is, to be a littlebit like with the open mind that
if you are asking, to say, ten thousand dollars more a year and
you can only give five thousand,because suddenly you say another against offer,
seven thousand, that is to goas with that, how far you can
turn the leaf you and you willaccept and how far? No or whatever
you think is fair, but tobe prepared, to be aware that,
obviously, the company will always wanthow to look at a hotel will not
(24:27):
give you. You don' tknow we give you fifteen zero instead not
very rarely. I think that wouldbe incredible, but yes, yes,
unfortunately, it is not always thecase, but obviously, with data prepared
and again having a little patience forsuch results to be given, as it
is one of the best practices inthis type of negotiations. Not sure,
(24:48):
yes, bearing in mind the surveyand the results we saw in women,
it is something that is seen morein women who are as careful as they
ask for an increase that is goingto be negotiated. If so or otherwise,
why is that? There may besome who, for example, tell
me I' m going forward andI say I' ve been about a
(25:10):
year and a half now that Idon' t get anything else. I
deserve it. But there are womenor there are people even men who are
like you don' t know he' s going to Caquetico. I'
m not worried who' s morecareful asking for your raise. Yes,
in our encuestra it shows yes.In the case of women, they are
a little untrustworthy and seem to bethe most important factor, not the issue
(25:32):
of trust that holds women back,that is, confidence in feeling that they
deserve the wage increase, the confidenceto celebrate their victories and be recognized within
the company or organization where they areworking or even the confidence to be able
to have the conversation. So yes, the encuestra shows that it is the
case that women tend to be alittle more real to negotiate. Therefore,
(25:56):
on the part of companies, itis important not to create an environment where
you can have this conversation is bothmen and women and to be able to
give that confidence again so that theyhave this tranquility and this freedom to do
so. No, at the endof the day, nothing more is being
asked. Not exactly and in therandom survey there was something a little deeper
in the difference that suddenly there wasa difference in wage gaps between Latino women
(26:22):
and women from other backers. Yeslook, to be completely honest, we
are still analyzing this data element andthis we will make known in a few
weeks, but from the initial reports, we can certainly see that the experiences
of Hispanic and African American women seemto be at a disadvantage when it comes
(26:45):
to pargo and progression. To giveyou a little bit of data and I
remember you mentioned it, a keyfact about it is that fifty percent of
Hispanic women who were surveyed receive asalary below$ 45, 000 a year.
This compares to forty- three percentof white or Caucasian women. Again
(27:07):
it is something we continue to evaluate, but if there are some strong facts
about it and with great pleasure,in a few weeks we will be working
more on the basis of this datanot clear yes, that is, when
they already have more information, wewill have it available here so we can
also talk about the survey and lookat what we can do, as public
(27:32):
and as Latinos about it and makethat difference to help our people. We
were talking to Ricardo Marrufo, chiefof research at Robert Walters. Thank you
so much for joining us. EnchantedClaudia, thank you very much, thank
you for joining us in this episodeof We Are With You, a revealing
episode in which Comment Wild' spresident, Dr Joseph Tancourt, gave us
(27:53):
an analysis, a deep insight intothe disparities in medical care. In addition,
Ricardo marru' s valuable contributions fromUpper Walters on the diversity and inclusion
survey invites us to reflect on theroad to equity in the workplace. Thank
you for joining us in this episodeof we are with you and remember that
(28:14):
you can listen to this episode orother episodes of we are with you by
dropping the app to that radio andlooking we are with you. Thank you,
I' ll wait next week forthis Latin Ihar station. Thank you
for being our special guest in thisedition of we are with you. Tune
in next week at this station andremember we' re with you any minute
(28:34):
now. We' re with aLatin ihard production.
Hey, hey, hey, hey, hey, hey, hey, hey,
hey, hey, hey, hey, hey. Welcome to this episode.
We' re with you. Thisis Claudia Mendoza and in this episode
we will address two crucial issues thatimpact our society. First, Comen walf
' s new state report reveals racialand ethnic dysperities in health care in the
United States. To talk more aboutthis report, we are accompanied by Dr
(00:25):
Joseph Bettancourt, President of Comment Wilf. In addition, a survey by Roper
Walters is about diversity and inclusion inthe workplace. It shows worrying wage inequalities.
Ricardo Marruffo is Robert Walters' headof research and he gives us more
details. So without further ado let' s begin Latin hor presents. We
(00:47):
are a weekly program of information,segments and interviews to empower our minds.
Now it starts we' re goodwith a report. This reveals persistent racial
and ethnic disparities in health care,with marked racial divisions in the rate of
(01:07):
premature mortality across the United States.Dr. Josep Bettancourt, President of the
Commeno, Walf Fun to tell usa little more about this report. Welcome.
Thank you for joining us so hotdotorpe. Thanks to you and privilege
be with you young man I lovethis because we are going to talk,
that is, we are trying tohave it as national, but this was
(01:30):
something more per state, where eachstate is located and where we can look
for more information if we are indifferent states. I, for example,
am in Florida, where I findmore information about this new report, because
it brings me a lot of attention. Yeah, it' s not a
very important report. It just cameout today and can be found on our
website, which is Homer World fundOr. They can do Google comm of
(01:51):
Fund and there we have not onlythe entire report that gives us information about
all fifty states and Washington DC,but one can look for their state and
see how everything goes with the differentpopulations of each state. Thus and you
can also find information about the LatinCommunity at national level. So there'
(02:13):
s a lot of information in thereand I' m asking all the people
who have an interest to please beon our websites. And there this information
is already very important for our future. And this is fu comment Wolf find
or ERG. You can also findthe information in Spanish notice we are in
that it is not ready in Spanishyet ok no problem. That' s
(02:36):
Google Dreanslite It doesn' t matter. Yes, exactly. Yes, exactly.
Tell us about it. A littlemore on the data on premature deaths
and racial and ethnic division in thisreport. Yeah, well, first of
all, the purpose of this reportwas to determine if there are health disabilities
affecting Latinos in three areas. Healthin general, access to the health system
(03:00):
and quality of care when one receivesmedical services. In every U S state,
we use twenty- five health andmedical care statistics to download the report
and find a few things. Firstand foremost, these disparities exist in all
States. Second, although there areStates that, year after year, are
(03:22):
among the best in our country ingeneral terms of health, they also suffer
from caalities and third parties, thereare some States that are better than others
and we can learn a little bitfrom them to make it clear. At
the national level, Latinos have lesshealth insurance and access to the health system.
They receive a lower quality of carewhen they enter the health system and,
(03:43):
as you said, they suffer frompreventable deaths at a higher rate than
others. Yeah, there' sstate variation. It has been dependent on
health policy, health systems and good. Already there, in Florida, for
example, we find that among theforty- seven states where there were statistics
on the Latino population, the Froudidacame out in fourteen in general health,
(04:10):
which says in the sixteen in generalclub, twenty- six in access to
the medical system and twenty- threein care for the community of Latin America.
So it' s, as theysay, not very well, not
very bad, but there they areexactly intermediate. Yeah, let' s
see. It strikes me very muchthat we can take, as it is
said in English, the page formateState. Right, so we' re
(04:31):
going to take information from another statelike us, in Florida, for example,
we' re in the middle hereand not very good and very bad.
How we can search for information andwhat we can do to get to
be in the first, to beable to make decisions and change that and
(04:53):
improve our insurance and things for ourlife. Yeah, well, let'
s talk a little bit about whatcan be done on the state level.
We see states like Massachusetts, whichis number one in the country and has
very small disparities for minority populations.True, what can be learned from a
state like Massachusetts, a state likeHawaii. Well, those States that remain
(05:15):
at the forefront do a few thingsand our Latin Community, for example,
at the national level, has fewerresources, indeed, and this makes it
difficult for it to have health,especially in States that do not invest in
social programmes. So states that doinvest in social programs, help with housing,
invest in parks so that people canexercise access to healthy food, as
(05:39):
those states already make the list soundvassive also states that invest in programs to
ensure that health insurance is affordable.Latino' s better. True, that
investment in ensuring that, for example, the expansion of America or has made
(06:00):
it easy for one to obtain healthinsurance, as those States also take the
lead. And finally, the Statesthat invest heavily in their health and equity
system is a priority, as wesee that Latin is better off. So
that' s the message at thestate level. But what I say to
our Community, I am a familydoctor. I' m an internist.
(06:24):
I have a lot of Latino patients. We, as a community, need
to be truly informed, know howto acquire health insurance, know how to
manage the health system, find adoctor who can understand it, who can
help you. So we can alsodo our part and also eat healthy,
(06:46):
exercise things. There are many thingsthat we, as a committee, can
also take into account and take inexact action what we are always told to
do, but many times you sayI will do it tomorrow how best tomorrow
not as rice tomorrow. I exercisein taking is in our own hands.
We' re talking to Joseph Bettancor, President of COMMEN wals Fun. We
(07:11):
are talking about a new state reportthat reveals extensive and persistent racial and ethnic
disparities in health care. How thisstudy was carried out. Well, we
here, in the Ham or Fondas, have a study every year with statistics
from each state and there we makea list of the best and the states
that fall back. This year wedecided to make a report dedicated to equity,
(07:36):
so we take twenty- five statisticsthat are obtained from each state,
some on health in general, atleast the death rate, by cancer of
the large intestine due to breast cancer, infant mortality, that is all is
public and we have like ten ortwelve there the end of these general we
(08:01):
have statistics on access to medical carethat means how many people in the state
do not have health insurance, howmany adults, how many children. And
finally, we take into account hospitalstatistics, which hospitals in each state have
to report information about the care theygive their patients. And then we take
(08:24):
this information into account as well.These three things, because they already give
us twenty- five statistics to comparehow the Latin Community compares with other communities
and, at the national level,how the States compare with each other.
Ok speaking of comparisons, or whatare the implications of health inequalities and what
are the broad political solutions, Orwhat can we do to create a more
(08:48):
equitable health system around the United States, because we are talking before it sometimes
varies by state, But what canwe do to make it very similar across
the country, Good for each one, at the federal level and at the
state level, we can invest morein what is called the social context,
(09:09):
which means what we have actually talkedabout, parks so that people can do
exercises, access to healthy food,everything one can do for oneself, but
invest in programs that make that easier, helps with housing the basic things to
live, because all that connects tohealth. That' s for one.
(09:31):
For second, ensure that the rateof people without health insurance goes down.
In many States. There are stateslike Texas, which reaches almost seventeen,
twenty percent of the population have nohealth insurance, compared to Massachusetts, which
is less than one percent health insurance. It' s very important. Without
(09:52):
health insurance, you can' tsee anymore. The doctor can' t
take good care of himself. Soto face that crisis, to ensure that
the country, a country like ours, that has so many resources that everyone,
has medical insurance and, finally,that hospitals, because they are more
attentive to equity, truth, havemore doctors who speak, for example,
(10:13):
Spanish, that the information is availablein Spanish, that there is this cultural
competence, truth that the patient,since they can already be better cared for
as in understanding better with their doctor, that it is easier to enter medical
care. So those three things,those are the things we see in the
(10:35):
States that continue to do so againstthe States that are below. Okay,
so we also put our bit ofsand to order all of a sudden.
One says suddenly I don' task, because they don' t have
a doctor in Spanish. The worstdiligence you don' t ask yourself.
And all of a sudden, inhospitals, they' re starting to see
the demand that we need someone inSpanish. And from there, just asking
is that you can start to seea change exactly, exactly between what we
(11:00):
have to do to take care ofourselves and make the connection with a doctor,
GP who understands that you can takegood care of him, because already
there we go exactly where we canfind a little more information. Remind us
of that page other places where wecan find a little more information about what
we can do to make this littlechange. Yeah, well. The good
(11:24):
news is that in the Comme ofFound Or, our website, there is
much, much information, not onlyabout this report, this report, but
about other information, other health informationfor different populations. So there are a
lot of things there that you canfind is www. Comment wald found Org.
(11:48):
There I ask you all to golearn and that information that we can
use and also to advocate for thispolicy and this improvement of health at the
national and state levels. There wehave resources for everyone, for everyone,
not just for Latinos, for everyoneand who has a question, suddenly you
can find an answer exactly, exactlyperfect. Thank you so much for joining
(12:11):
us. We were talking to DrJosep Bettanco, the president of the Commen
Wolf Fun. He told us alittle more about the new state report that
reveals extensive and persistent farewell racial andethnic disparities in health care. He told
us a little more about what wecan do and remember that for more information
you can visit commen Wolf Fun dotor heretic. Thank you so much for
(12:35):
joining us. Tancourt' s doctor. Thank you, good. According to
a recent survey conducted by global recruiterRobert Walters, on diversity and inclusion in
the workplace showed us that out ofmore than six out of six zero professionals
in North America, only thirty-nine percent of women reported earning$ 55,
000 or more and 28 percent menare 28 percent less than men.
(13:03):
To tell us more about this surveyand what is happening, Ricardo Marrufo,
head of research at Robert Walters,is with us. Thanks for joining us.
Thank you very much tob to Youfor the invitation, a pleasure to
be on the program and a greetingto your audience. Grace. So I
mean, let' s talk alittle bit, because this survey really caught
my attention why the company decided todo this survey. Let' s start
(13:26):
there, of course, so lookclearly at the issue of gender balance at
work. It is an issue thathas already been discussed for several years,
not and definitely progress has been madeon it with legislation, with labour laws.
But with the results of this studywe have seen that we still have
a great way to go. Havingsaid that, we, as a recruiting
(13:50):
company, listen almost daily to ourcustomers talk about how they want to receive
or interview more diverse candidates to beconsidered in their different vacancies. Not then,
therefore, we decided to launch thissurvey to know the experiences of all
professionals or professionals in the workplace,regardless of age, gender or ethnicity,
(14:11):
We wanted to understand a little bitand have data, obviously, to pack
to this power, since better adviseour clients. So this was a little
bit, the reason we had thesurvey done. And tell us a little
bit more about this survey, becausethe numbers and everything that I was reading
I mean it wasn' t veryfavorable for the woman, which is the
(14:33):
part of the job right now,in all the pay. Well, yes,
I completely agree. Yes, unfortunately, as I mentioned to you,
this type of studies reveal that wehave a great way to go to make
the gaps in this subject smaller.But talking a little bit more about methodology
and survey, as you mentioned,was done to six zero professionals across North
(14:56):
America. They are people who areprofessionals or office workers or as they are
known from White Coller No. That' s four thousand from the United States
and two thousand from Canada. Thesurvey is very recent. It was recently
carried out in April and May ofthe two thousand and twenty- three and
(15:20):
basically analyzes the experiences, particularly aroundsalary. As you mentioned, progression and
inclusion in the workplace and in demographicgroups. Not something relevant to the audience
is that ten percent, a littlemore than ten percent of the survey are
Hispanic and is a sample we thinkconsiderable that, obviously and fortunately, continues
to grow in the market. Notsure, that is to say to see
(15:41):
that our people are starting to growin these industries. It is therefore a
great achievement for all. I mean, an achievement of one is an achievement
for all. Of course, inwhich race we are seeing the biggest wage
gap between genders, we can seethat, that is, we are talking
about the financial sector of root estate, that is, in which part we
(16:03):
can see that it is a littledifferent. What it' s been when
we get paid. That' sa very good question. Look at our
encuestra. Cover survey, excuse me, specifically covers the roles of professionals,
as I mentioned to you, andunfortunately, we see that in this case
wage gaps still exist in the vastmajority of professional services. There is no
(16:26):
race that is not exposed to thiskind of gaps, wage gaps. We
see that it exists in marketing,in sales, in technology, in law,
in banking finance. It reveals tous that there is still a great
way to go and that it isa generic topic that does not exclude any
(16:49):
specific career, exactly speaking of whichwe have a way to go. There
are already many women business owners whocan suddenly start making that change and get
a little closer to closing that gap. What companies can do to ensure that
all their employees receive a fair payment, no matter their gender or race or
(17:10):
their ethnicity, that the clear ethnicbackground It is also a very good question,
as there are several strategies to achievethis. Not the first step,
and obviously the most important thing isthat companies become aware of the situation both
around their wage gaps and the impactalso of the cost of living and what
they can have on their employees.Once aware of this issue, it is
(17:37):
also important to hire the right leadersto support wage promotion and transparency within the
company, make a very conscious reassessmentof the hiring packages, promotions, bonuses
and benefits that are granted to employees, try to homolog them to what the
market itself is dictating and, obviously, to the economic conditions. It is
(18:02):
also very important to encourage wage negotiationsand make this a basic part of the
semi- annual reviews or the famousopplaceles work hard to give confidence and have
an ideal environment for workers, specificallywomen, to feel comfortable having in wage
negotiations. And something very important andthat has been working again, but there
(18:27):
is still one way to go isto encourage diversity in all departments and levels
within the company. Not this isgoing to help a lot, and one
thing is that it' s relevantis to allow an external consulting company to
review your practices to find out whichareas need to be fixed. To give
(18:48):
you a brief example, in ourgroup we offer an inclusiveness audit where we
review there are biases within recruitment processes. We review all employee experience and in
this way we have data with whichcompanies can make decisions. Not then the
most important thing or to summarize isthe issue of being aware that there is
(19:08):
that and then start working on theexact same thing. I mean, I
' m very struck by the factthat many times the company owners or those
who are running the company don't think about what they hear we need
another pair of eyes outside the company, which many times one thinks they do.
I have two Latinos, I havean Asian, I have seven women,
(19:29):
but they don' t think so. Well, if the rest isn
' t, like, bigger thanthe number of people who don' t
fall into those minorities, because youcan tell if someone else outside of the
company can tell you listen, thatis, you' re missing at least
other little people. Here you canchange a bit in this sector and give
those opportunities to other people as well. Because I know that part of what
(19:53):
we have always seen and what Ihave read and what the news tells us
is the change of salary more thananything with women. It' s because
he can' t be very reliablein the sense that he always, because
he' s a mom, sohe has to go for the kids.
You can get pregnant, that is, you have a little more risk to
(20:15):
women and that may suddenly be partof what changes the possibility of a good
salary. But it shouldn' tbe this because it' s not like
it used to be. Women nolonger stay in the house working? We
all have in the house taking careof the children, now we all have
to work. Then we all needthat fair wage, because now the cost
of day is rising a lot andat the end of the day the productivity
(20:41):
that can give you is well demonstrated. A balanced team, a diverse team
tends to have a lot better resultsin terms of productivity, in terms of
the representation they can have in themarket. So, it' s definitely
something to review and a little outsidehelp that can evaluate all your processes.
See if any bias success is highlyrecommended. Yeah, as they say in
(21:03):
English, it' s ok ashkupeIt' s okay to ask for help.
That' s not bad at all. If we talk about companies,
now let' s talk about employeesHow can employees, men or women,
dry up to their employers and askthem for a raise, ask them for
a promotion? Like because he sometimesthinks like that or not how it is,
then, by asking for more money. Throw me what we can do
(21:26):
to get rid of that stigma.If this type, as you rightly say,
these kinds of pay or salary conversationsare not the easiest to definitely have,
especially if you are in person orface- to- face, they
are not challenging and sometimes can evenbe daunting. So, in this case,
one strategy that we recommend is touse electronic means, that is,
(21:49):
send. You can send an emailto your manager or the person with whom
you are going to negotiate or talk, where you mention the points in advance
where you mention the data, youmention the reason why you are asking for
this increase or this promotion and inthis way, at the time of having
the conversation with them face to face, you can be assertive. You can
(22:12):
communicate and have a conversation based ondata, not just on emotions. No,
it' s not the easiest thingto do, but it helps a
lot. First sit down and writean e- mail, send it to
you, send forgiveness to your managerand then be able to have that conversation.
It helps a lot. Now somethingsuper important is to choose the right
(22:33):
time, be very with a goodtiming in this conversation. It' s
very important. A good time maybe, for example, when you had
some success in the company, whenyou come to the successful conclusion of a
project. That' s when youcan have these kinds of conversations definitely again,
having a good timing can have verygood results. Also investigating wage trends
(22:57):
in the market in this way,you understand what is being paid in this
position, in this region, atthis level and in that way. Again
you have data and you' regoing to feel very confident to ask for
something. Not because at the endof the day is fair in the market
and a recommendation is also not toexpect an immediate response. Or at that
(23:21):
time you have to give the information, you have to make the request to
your manager and then follow politely askingfor deadlines or next steps to achieve what
is being asked. It' snot something you' re going to accomplish
overnight, but with these steps webelieve it can help you achieve what at
the end of the day, themarket is paying for it. Of course
(23:42):
yes, it is yes to goone prepared, just as one has prepared
a job interview and you investigate theinformation of the company in which you are
going to work the same is ifyou want to keep growing and you want,
that is, to have a littlemore result in your position, because
it is to be prepared and tobe willing to also have a counter offer,
(24:03):
that is, to be a littlebit like with the open mind that
if you are asking, to say, ten thousand dollars more a year and
you can only give five thousand,because suddenly you say another against offer,
seven thousand, that is to goas with that, how far you can
turn the leaf you and you willaccept and how far? No or whatever
you think is fair, but tobe prepared, to be aware that,
obviously, the company will always wanthow to look at a hotel will not
(24:27):
give you. You don' tknow we give you fifteen zero instead not
very rarely. I think that wouldbe incredible, but yes, yes,
unfortunately, it is not always thecase, but obviously, with data prepared
and again having a little patience forsuch results to be given, as it
is one of the best practices inthis type of negotiations. Not sure,
(24:48):
yes, bearing in mind the surveyand the results we saw in women,
it is something that is seen morein women who are as careful as they
ask for an increase that is goingto be negotiated. If so or otherwise,
why is that? There may besome who, for example, tell
me I' m going forward andI say I' ve been about a
(25:10):
year and a half now that Idon' t get anything else. I
deserve it. But there are womenor there are people even men who are
like you don' t know he' s going to Caquetico. I'
m not worried who' s morecareful asking for your raise. Yes,
in our encuestra it shows yes.In the case of women, they are
a little untrustworthy and seem to bethe most important factor, not the issue
(25:32):
of trust that holds women back,that is, confidence in feeling that they
deserve the wage increase, the confidenceto celebrate their victories and be recognized within
the company or organization where they areworking or even the confidence to be able
to have the conversation. So yes, the encuestra shows that it is the
case that women tend to be alittle more real to negotiate. Therefore,
(25:56):
on the part of companies, itis important not to create an environment where
you can have this conversation is bothmen and women and to be able to
give that confidence again so that theyhave this tranquility and this freedom to do
so. No, at the endof the day, nothing more is being
asked. Not exactly and in therandom survey there was something a little deeper
in the difference that suddenly there wasa difference in wage gaps between Latino women
(26:22):
and women from other backers. Yeslook, to be completely honest, we
are still analyzing this data element andthis we will make known in a few
weeks, but from the initial reports, we can certainly see that the experiences
of Hispanic and African American women seemto be at a disadvantage when it comes
(26:45):
to pargo and progression. To giveyou a little bit of data and I
remember you mentioned it, a keyfact about it is that fifty percent of
Hispanic women who were surveyed receive asalary below$ 45, 000 a year.
This compares to forty- three percentof white or Caucasian women. Again
(27:07):
it is something we continue to evaluate, but if there are some strong facts
about it and with great pleasure,in a few weeks we will be working
more on the basis of this datanot clear yes, that is, when
they already have more information, wewill have it available here so we can
also talk about the survey and lookat what we can do, as public
(27:32):
and as Latinos about it and makethat difference to help our people. We
were talking to Ricardo Marrufo, chiefof research at Robert Walters. Thank you
so much for joining us. EnchantedClaudia, thank you very much, thank
you for joining us in this episodeof We Are With You, a revealing
episode in which Comment Wild' spresident, Dr Joseph Tancourt, gave us
(27:53):
an analysis, a deep insight intothe disparities in medical care. In addition,
Ricardo marru' s valuable contributions fromUpper Walters on the diversity and inclusion
survey invites us to reflect on theroad to equity in the workplace. Thank
you for joining us in this episodeof we are with you and remember that
(28:14):
you can listen to this episode orother episodes of we are with you by
dropping the app to that radio andlooking we are with you. Thank you,
I' ll wait next week forthis Latin Ihar station. Thank you
for being our special guest in thisedition of we are with you. Tune
in next week at this station andremember we' re with you any minute
(28:34):
now. We' re with aLatin ihard production.
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