WEBVTT

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My father said that I
asked him some questions

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that were very interesting.

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\"Why aren\'t there any
people of my color

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On TV?\"

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If I ask here who has
already been attended

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by a black dentist, for
example, has anyone ever been?

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I remember as if it were today
how they looked at me.

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It was a look of judgment.

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I was the only black member of the team.

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He just stood there, looking at me,

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I don\'t know, I think he
didn\'t believe that

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a dreaded person could be

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a dentist.

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And as my father always said:

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\"You are black, you will have difficulty,

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but you don\'t have to bow
your head to anyone\".

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More than half of the Brazilian population

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declares herself black,

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but inequality in the labor market is huge,

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mainly in executive positions.

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The challenges to solving these problems...

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I didn\'t have this perception

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of the race issue.

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When I arrived, I saw myself as

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one of the few blacks on
the course and campus.

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At first it causes some discomfort,

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but became stronger after graduation,

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that I started to face the job market

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even specializing,

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doing the two-year residency,

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I had this insertion difficulty.

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And it was in this period of
residency that these race issues

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and social classes arose,
even more so because of the

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contact with a more vulnerable population.

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Every black person has their moment

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to understand yourself as black

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and how that body belongs to society.

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Since, in my family,

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no one was a dentist
no one had an office

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so I needed to have ways to stand out

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somehow being one of the best, right?

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Everything I could do to
improve myself more

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I was hugging.

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It might have been a way to protect me

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in this relationship of races
within the institution.

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There were students there who, for example,

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graduated, they already had an office ready.

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So I needed to acquire all the tools possible

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so that when I left,

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I could also have my space in the market.

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The selection processes required,
in addition to graduation,

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in addition to specialization,
a master\'s degree, a doctorate...

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I\'m here finishing a work
for the master\'s degree,

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which is in health in the
work environment.

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I still have to prepare
a speech, it\'s 10 minutes.

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The general theme is \"Men\'s health\"

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and I\'m going to participate
in a table that\'s about...

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the health of black, trans and albino men.

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I started working with my
father when I was 14 years old.

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I was his office boy.

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He was the dispatcher, I was his backup.

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I walked through all the shops,
went to all the registry offices,

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all public bodies.

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In the morning I went to
school and in the afternoon,

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he came for lunch and I went with him.

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And when I was on vacation, I worked.

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He used to say: \"Black, really,

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have to value itself, study, work

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and have dignity, seek
recognition as a person,

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as a professional, seek the rights\".

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My dad didn\'t go to college.

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He studied Accounting Technician.

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My mother didn\'t have a chance

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in fact, she didn\'t study, right?

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And then she became a housewife.

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Today she works as a domestic worker.

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After my father passed away, she was, like, sad

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and depressed, she said:

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\"How am I going to put food inside the house?\".

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My brothers were out of work,

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I was an intern at the time he passed away,

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so I took care of her.

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She was really...

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clueless.

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So, I gave guidance...

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The income was mine.

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Today, as an analyst,

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I take care of marketing actions,

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I am responsible for the budget part,

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which is the part where you review all the costs

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of the campaign, any action you are going to take.

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And I\'m responsible for the call center,

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I supervise the team as a whole

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and I\'m the second person
in the department,

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looking to become a manager
of a mall in the chain...

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In Brazil, of every 10
days of our history,

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seven were under slavery.

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This leaves a deep imprint
on working relationships,

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since it was through work that
slavery expressed itself,

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in its initial form,

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precisely, in the economic interests

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of European powers, particularly Portugal,

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in the Brazilian case.

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And this, then, is part of this mortar

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that make up the institutions today

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in the country.

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In addition to contemporary discrimination
and manifestations of racism,

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which precisely feed back

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this structural logic, in this case, Brazilian.

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When I arrive, the first thing I do

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is to check emails,

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see what event is happening.

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Then I go down, I go to the mall,

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I see how everything is, if something is missing,

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or if it\'s ok, if I can play another campaign

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which will start later.

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it\'s a very dynamic routine,

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marketing is that.

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The non-qualification issue

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is heard by the black population

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since May 14, 1888.

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Because this work served and very well

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throughout the period of slavery

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It was at the moment that it becomes

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wage earner that, all of a sudden, we have

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a non-qualification of the black population.

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So you\'ve got a narrative that\'s needed

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to bring to Brazil the European immigrant

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to qualify.

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And several scholars

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demonstrate that the Europeans who arrived,

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with few exceptions, they also did not have

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all this qualification that was shouted, right?

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Who printed this one?
It was her, was it?

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Yes.

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The truth had its whitening project,

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a project linked to eugenic visions

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which were very much in evidence at the time.

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And today we have the result of it all

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and a renewal of this discourse

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in a contemporary way

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which is, again, the idea

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that there are no qualified people.

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I graduated in Administration

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with qualification in Marketing.

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In this journey of seeking an internship,

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I felt uncomfortable in one of the selections.

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The way they treated me, the questions,
the way they looked at me,

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made me intimidated.

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I was the only black of that selection.

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At the time, I had curly hair,

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and all the people who were with me

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their hair was either straightened,
or they were straight hair,

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And then I said: \"I\'m going
to straighten my hair,

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I\'ll have to do it, against my will,

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to get a better job,

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to see if now they don\'t look at me wrong,

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don\'t look at me differently.\"

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And I worked at some other companies

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and there were people who didn\'t
treat me like a person...

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They passed and didn\'t see me,
they made me invisible.

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It\'s very sad, isn\'t it?

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I felt it was because of the color,

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I was the only black one actually

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in the administrative sector.

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I took it home to tell,

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then my sister: \"And you want to
stop straightening your hair?

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Are you seeing it?\".

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\"But I can\'t take it anymore
relaxing, brushing...\"

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It doesn\'t belong to me, I don\'t
think it was my identity.

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The sign that it is possible

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you express all your identity

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in something that is so yours,

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like your hair, isn\'t it?

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In addition to all the issues we discuss

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the phenotype of a black person,

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without it being connected

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to failure, to an idea of ​​no ascension,

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because obviously it
impacts mental health

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of black people,

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this makes them more depressed,

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them quit jobs,

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many times, for this aversion
of this work environment

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to their own blackness,
which is an issue for Brazil.

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Brazil is obviously not resolved

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with its blackness, with its Africanness.

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We know that certain themes

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are not addressed in

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regular undergraduate classes.

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For example, if I think about the
health of the black population,

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in my undergraduate course in
dentistry, I saw very little.

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If I ask here who has already
managed to be attended

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by a black dentist, for example,
has anyone ever been?

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By a doctor?

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There are so many of us and, in the
space of the health work market,

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we are invisible.

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It makes us think, right?

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Society imposes that our aesthetics,

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our hair, our color

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does not match the health area.

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I could realize,

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through social networks and talking to people,

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that, more and more, people were looking for

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black health professionals

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and they weren\'t finding it.

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So I took some of my life

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and some of these conversations, of these analyzes

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of social networks and I started to think,

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and if there was a place where people,

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mainly blacks could

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find those professionals they want?

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Today the black person feels represented,

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welcome, heard, looked at.

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We understand that the person
who is going to seek

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the professional is handing
over their body, their mind,

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to someone who needs to take care of them

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and needs to understand, look, welcome, touch.

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The touch issue was much discussed.

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Afrohealth is a platform
that connects patients

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to black health professionals.

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I remember now an experience I had,

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that I finished attending a gentleman,

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I think he was around 60, 70 years old,

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and he said he was going to
leave the office very happy,

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because, for the first time,
he had been attended by

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a black doctor.

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It shouldn\'t be a surprise to
see a black man in a lab coat,

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or in an office, etc.

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So we even deconstruct it, right?

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This way.

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Well, that\'s it.

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Afrohealth is being built with great care.

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And that\'s a way too

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to point out ways of the future

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for the next generation.

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Almost 70% of people

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who start an enterprise are black.

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Seven out of 10 new deals

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are also created by the black population in Brazil.

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Fine. Here\'s what I thought was unread.

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I thought it was from my cell phone.

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It was unread.

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We had the idea and needed to see

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whether it made sense to other people.

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Whether people would use the product.

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So we created the online form

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and posted on social media.

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\"Guys, I\'m creating a platform

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that connects patients to black
healthcare professionals.

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We want to understand the
needs of the population

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who can use this service.

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Could you fill in?\"

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And this form began to be shared

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and filled

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both by professionals and patients.

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The black population is used to
make entrepreneurships historically,

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but often

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due to lack of employment opportunities.

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So, there are several dimensions
that need to be placed

00:13:55.467 --> 00:13:57.703
for entrepreneurship to be a possibility.

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So, we\'re talking about

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a precariousness of work

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due to a lack of decent employability,

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something that can give support
and give happiness too

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for the person who is working.

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And there are several initiatives
that aim at another place,

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a really dreamy place,

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a place where the person also
has all the legitimacy

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to develop.

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And, in this process, I
discovered Vale do Dende,

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like a business school

00:14:30.236 --> 00:14:31.837
that has this Acceleration program.

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And then we were selected for Acceleration,

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and we receive mentorships, consulting,

00:14:37.309 --> 00:14:41.146
on marketing, legal aspects,

00:14:41.146 --> 00:14:42.715
financial.

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We present the final PIT where we compete for

00:14:44.717 --> 00:14:47.052
a value that is seed investment.

00:14:47.052 --> 00:14:49.421
In addition, there is intrinsic motivation,

00:14:49.421 --> 00:14:50.823
that is needed here, now.

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It\'s not... ah, I felt like it,
I\'m just going to make money.

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I know it isn\'t.

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You who are going through a process like this

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have a much greater motivation, and I wanted

00:14:57.997 --> 00:14:59.732
you to share this with us.

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How are we going to do the
first part of the training?

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You have four minutes to present...

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Vale do Dende is a social holding

00:15:06.872 --> 00:15:09.508
which aims to foster the ecosystem
of innovation and creativity,

00:15:09.508 --> 00:15:11.510
with a focus on diversity.

00:15:12.077 --> 00:15:14.546
This initiative was created in 2016,

00:15:14.546 --> 00:15:17.983
but it started from an anguish
of more than 10, 15 years,

00:15:18.450 --> 00:15:19.818
of four partners,

00:15:20.085 --> 00:15:23.355
we saw, especially in Salvador,

00:15:23.355 --> 00:15:25.557
a huge waste of talent.

00:15:25.791 --> 00:15:27.359
When Vale do Dende was created,

00:15:27.359 --> 00:15:29.895
our great ambition was to reposition Salvador

00:15:29.895 --> 00:15:31.697
as the most creative capital in the country,

00:15:31.697 --> 00:15:36.168
aiming to provoke the creative economy ecosystem,

00:15:36.168 --> 00:15:38.704
for this ecosystem to be strengthened

00:15:39.004 --> 00:15:41.507
and thus enter the radar of large companies

00:15:41.507 --> 00:15:44.443
and major national and
global investments as well.

00:15:44.944 --> 00:15:49.114
We have as our main objective

00:15:49.114 --> 00:15:52.318
to foster the local Afro-
entrepreneurship ecosystem

00:15:52.318 --> 00:15:55.220
much for considering that
it is an ecosystem

00:15:55.220 --> 00:15:57.723
that is still not on the
radar of these companies

00:15:57.723 --> 00:15:59.058
for many reasons.

00:15:59.058 --> 00:16:01.260
The very fact of saying \"afro-entrepreneur\"

00:16:01.260 --> 00:16:04.697
is already a narrative that still needs to exist

00:16:04.697 --> 00:16:07.599
because of all the processes, right?

00:16:07.599 --> 00:16:11.170
Whether silenced, veiled or structural racism

00:16:11.170 --> 00:16:12.171
that we live, right?

00:16:14.740 --> 00:16:15.741
In four minutes,

00:16:15.741 --> 00:16:18.911
I will have the cell phone facing you

00:16:19.812 --> 00:16:21.246
Good afternoon. My name is Arthur Lima

00:16:21.246 --> 00:16:22.681
and I will present about Afrohealth,

00:16:22.681 --> 00:16:24.817
connecting black patients and
healthcare professionals.

00:16:25.050 --> 00:16:26.385
We realize that most

00:16:26.385 --> 00:16:28.320
of these entrepreneurs, who are people

00:16:28.320 --> 00:16:30.723
extremely creative, resilient,

00:16:30.723 --> 00:16:31.857
because they go through several issues,

00:16:31.857 --> 00:16:33.525
of social vulnerabilities,

00:16:33.525 --> 00:16:36.161
but are not seen as experts,

00:16:36.161 --> 00:16:38.931
are not credited as entrepreneurs.

00:16:38.931 --> 00:16:41.834
So, that way, they stay out of investments,

00:16:41.834 --> 00:16:44.770
credit and, above all, training.

00:16:45.137 --> 00:16:46.638
So, when we created the Accelerator,

00:16:46.638 --> 00:16:49.708
our goal was precisely to bring

00:16:49.708 --> 00:16:51.610
ammo, bring a strengthening

00:16:51.610 --> 00:16:53.245
to enhance what already existed.

00:16:53.579 --> 00:16:55.481
We are about 114 million inhabitants

00:16:55.481 --> 00:16:56.482
across Brazil,

00:16:56.482 --> 00:16:58.617
We move about one trillion reais per year

00:16:59.018 --> 00:17:01.120
and we received about 1,200 reais less

00:17:01.120 --> 00:17:02.021
than white professionals.

00:17:02.421 --> 00:17:04.890
And we only hold about 800
high-profile positions.

00:17:05.557 --> 00:17:07.192
And that\'s why Afrohealth was born.

00:17:07.192 --> 00:17:10.129
We want to make an impact
by fighting racism,

00:17:10.329 --> 00:17:11.897
promote quality health

00:17:11.897 --> 00:17:13.766
and encourage the Black Money movement,

00:17:13.766 --> 00:17:15.801
the idea of ​​consuming where
I see myself represented.

00:17:16.101 --> 00:17:16.769
Thanks.

00:17:18.871 --> 00:17:20.039
I\'ve already changed a few things, okay?

00:17:32.518 --> 00:17:34.319
The Diversity Seal program,

00:17:34.319 --> 00:17:36.722
which is a program that
dialogues with companies

00:17:37.022 --> 00:17:39.591
so the companies are committed
to the city of Salvador,

00:17:39.591 --> 00:17:42.227
to carry out projects, actions,
activities and programs

00:17:42.227 --> 00:17:45.130
to combat racism in the labor market.

00:17:45.130 --> 00:17:48.700
When we present to companies

00:17:48.700 --> 00:17:50.536
the Diversity Seal,

00:17:50.536 --> 00:17:56.075
we say it is a way of dialoguing
with the organization,

00:17:56.408 --> 00:17:59.711
regardless if at that
moment it does any action

00:18:00.145 --> 00:18:01.313
to combat racism.

00:18:01.313 --> 00:18:03.982
So companies need to
present an annual plan

00:18:04.650 --> 00:18:10.189
with actions that will respond
to this demand from society.

00:18:10.189 --> 00:18:12.658
Once this plan is approved,
the company has one year

00:18:12.658 --> 00:18:14.293
to effect this.

00:18:24.837 --> 00:18:27.873
At the end of the year,
this plan is evaluated

00:18:27.873 --> 00:18:32.744
and the company may or may not
have renewed this certification.

00:18:37.583 --> 00:18:39.618
Over the years, several companies

00:18:39.618 --> 00:18:43.889
have noticed how much difference
it can make to implement

00:18:43.889 --> 00:18:45.524
policies and practices in this regard.

00:18:45.524 --> 00:18:49.094
And the difference from
an ethical point of view,

00:18:49.094 --> 00:18:51.163
of relationships and how they
take place internally,

00:18:51.163 --> 00:18:53.232
but from an economic point
of view as well.

00:18:53.232 --> 00:18:56.468
There are several studies,
from Harvard Business Review,

00:18:56.468 --> 00:18:59.471
American Sociological Review, Mackenzie,

00:18:59.471 --> 00:19:01.206
who have also studied this topic.

00:19:01.206 --> 00:19:04.776
These studies will show that companies

00:19:04.776 --> 00:19:06.278
that promote racial equity

00:19:06.278 --> 00:19:08.947
and they are the best in this promotion

00:19:08.947 --> 00:19:13.318
tend to have more expressive results,

00:19:13.318 --> 00:19:14.653
from an economic point of view

00:19:14.653 --> 00:19:17.356
than the average of it\'s industry.

00:19:17.623 --> 00:19:19.057
This here is what? December?

00:19:19.958 --> 00:19:22.294
My father said that I asked him some questions

00:19:22.294 --> 00:19:23.462
that were very interesting.

00:19:23.462 --> 00:19:25.197
\"Why aren\'t there any people of my color

00:19:25.197 --> 00:19:26.198
On TV?\"

00:19:26.198 --> 00:19:28.634
He spoke like this:
\"People don\'t hire,

00:19:28.634 --> 00:19:31.069
they don\'t give a chance\".

00:19:31.069 --> 00:19:32.404
He gave excuses.

00:19:32.404 --> 00:19:34.039
Then you start to wonder

00:19:34.039 --> 00:19:37.776
and then you will understand the whole story

00:19:37.776 --> 00:19:39.811
of the black people, all the suffering,

00:19:40.112 --> 00:19:41.613
the history of Brazil...

00:19:42.314 --> 00:19:44.983
The history... is, really...

00:19:44.983 --> 00:19:46.285
I always liked history,

00:19:46.285 --> 00:19:49.354
and the history of Brazil is sad,

00:19:50.022 --> 00:19:52.457
of the blacks who came to Brazil,

00:19:52.457 --> 00:19:53.392
how it was done.

00:19:53.926 --> 00:19:55.827
It\'s really sad.

00:19:56.328 --> 00:19:58.931
So nowadays when you see a person

00:19:58.931 --> 00:20:00.699
who represents you on television,

00:20:00.699 --> 00:20:02.467
or anywhere,

00:20:02.467 --> 00:20:03.936
or when you arrive to deliver a resume

00:20:03.936 --> 00:20:06.805
and you are greeted by a person who is black,

00:20:06.805 --> 00:20:08.407
you say: \"Here I will have an opportunity\".

00:20:08.874 --> 00:20:10.042
But if you enter a company

00:20:10.042 --> 00:20:12.110
in which you don\'t see a person who represents you,

00:20:12.110 --> 00:20:15.013
you say: \"This is not my place\".

00:20:15.847 --> 00:20:17.716
And you sabotage yourself.

00:20:19.151 --> 00:20:21.053
In general, in institutions,

00:20:21.053 --> 00:20:24.756
white employees access jobs

00:20:24.756 --> 00:20:26.625
through referrals.

00:20:26.625 --> 00:20:28.794
The same surveys will show

00:20:28.794 --> 00:20:32.264
that, in the case of blacks who
are in these same companies,

00:20:32.264 --> 00:20:35.367
the form of access is by public posting,

00:20:35.367 --> 00:20:39.137
either by internet,
democratized means of access.

00:20:39.137 --> 00:20:43.242
And that implies saying
that you having a population

00:20:43.242 --> 00:20:45.344
almost completely white

00:20:45.344 --> 00:20:48.947
within an institution,
if it makes the nominations,

00:20:48.947 --> 00:20:52.050
the tendency is that they are people

00:20:52.050 --> 00:20:54.286
that form part of the same coexistence,

00:20:54.286 --> 00:20:55.887
who have the same cultural background

00:20:55.887 --> 00:20:58.590
and in many cases it will be white people,

00:20:58.590 --> 00:21:01.460
most of the time, like
those already in the companies.

00:21:01.727 --> 00:21:03.729
This one, I was questioning you,

00:21:03.729 --> 00:21:07.232
because then there is no TV charge

00:21:07.232 --> 00:21:09.801
with this balance, because
the other TV has no balance.

00:21:09.801 --> 00:21:11.737
When we think about executive positions,

00:21:11.737 --> 00:21:13.872
all the stereotyping comes in too.

00:21:13.872 --> 00:21:17.776
The black is not thought
for the place of decision,

00:21:17.776 --> 00:21:20.912
executive of a particular company,

00:21:20.912 --> 00:21:24.583
because the black is not
seen by many companies

00:21:24.583 --> 00:21:28.487
like the one able to lead teams,

00:21:28.487 --> 00:21:30.956
processes, make decisions

00:21:35.894 --> 00:21:38.697
Acceleration is being a
very interesting process,

00:21:38.697 --> 00:21:39.631
it\'s intense,

00:21:40.332 --> 00:21:42.467
but it is interesting, extremely gratifying.

00:21:42.467 --> 00:21:44.936
So the person, Arthur and Afrohealth

00:21:44.936 --> 00:21:47.306
who entered Acceleration,
it will be completely different

00:21:47.306 --> 00:21:48.407
when it comes out.

00:21:48.674 --> 00:21:51.376
For us, it was a matter of necessity,

00:21:51.376 --> 00:21:54.646
to have a social impact, right?
And an opportunity too.

00:21:55.714 --> 00:21:59.751
We do this last feedback process, right?

00:22:00.218 --> 00:22:04.389
You see yourself, for example,
bringing in a data asset,

00:22:05.624 --> 00:22:07.225
like business, you know?

00:22:07.225 --> 00:22:09.394
This is an asset that you
are not considering.

00:22:09.394 --> 00:22:10.362
Did you understand?

00:22:10.362 --> 00:22:11.663
-I understood.
-The data issue.

00:22:11.663 --> 00:22:12.531
Yes.

00:22:12.531 --> 00:22:13.765
In how many months will you be able to deliver

00:22:13.765 --> 00:22:16.001
this platform, after resources arrive?

00:22:16.268 --> 00:22:17.402
That\'s not clear.

00:22:17.402 --> 00:22:19.438
This, in a way, leaves it very loose.

00:22:19.871 --> 00:22:21.907
From the moment you can recognize

00:22:21.907 --> 00:22:23.675
a problem, bring a solution

00:22:23.675 --> 00:22:24.876
and from that,

00:22:24.876 --> 00:22:27.779
have a different look and have, above all,

00:22:27.779 --> 00:22:31.450
a path of sustainability, this is social business

00:22:31.450 --> 00:22:32.851
and this is afro-entrepreneurship.

00:22:32.851 --> 00:22:34.019
Thanks!

00:22:35.187 --> 00:22:36.688
-Thanks.
-Thanks a lot.

00:22:36.688 --> 00:22:38.357
It was a very rich day,

00:22:38.357 --> 00:22:39.624
some feedbacks a little harsh,

00:22:39.624 --> 00:22:41.793
but that\'s how it is, we need to absorb

00:22:41.793 --> 00:22:43.795
and I go home to rest a little,

00:22:43.862 --> 00:22:46.565
and then improve the presentation

00:22:46.565 --> 00:22:48.734
and be prepared for the last day.

00:22:58.043 --> 00:23:08.387
Afrohealth was one of the 5 selected to the seed investment
of R$10 thousand from Vale do Dende Acceleration program.

00:23:11.022 --> 00:23:14.593
Race relations and overcoming racism,

00:23:14.593 --> 00:23:16.795
everything that involves this theme,

00:23:16.795 --> 00:23:19.865
is a discussion of Brazilian society,

00:23:19.865 --> 00:23:22.067
it\'s a discussion of another country

00:23:22.067 --> 00:23:24.336
that we want to build

00:23:24.336 --> 00:23:27.139
and, therefore, is the place of
whites in this discussion.

00:23:27.139 --> 00:23:30.175
One must look at what it means to be white

00:23:30.175 --> 00:23:32.711
in a racist country, historically and today.

00:23:32.711 --> 00:23:40.519
what does that mean and
what, as a white person,

00:23:40.519 --> 00:23:43.355
it is possible to do

00:23:43.355 --> 00:23:45.757
for a society that is anti-racist.

00:23:45.757 --> 00:23:47.959
It is not enough to be neutral.

00:23:47.959 --> 00:23:50.195
You have to be anti-racist.

00:23:50.695 --> 00:23:52.564
That\'s the only way we\'ll
build another one

00:23:52.564 --> 00:23:54.633
development model,

00:23:54.633 --> 00:23:56.701
another model of society,

00:23:56.701 --> 00:24:00.172
in which everyone feels,
in fact, included.

00:24:02.808 --> 00:24:04.643
When people know what I do,

00:24:04.643 --> 00:24:06.645
know a little bit about my work

00:24:06.645 --> 00:24:07.479
here at the mall,

00:24:07.479 --> 00:24:09.714
and say: \"Wow, you\'re a marketing analyst\",

00:24:09.714 --> 00:24:11.016
the person identifies with you,

00:24:11.016 --> 00:24:14.019
they say: \"I can, she represents me\".

00:24:14.019 --> 00:24:15.620
People see that it\'s possible

00:24:15.620 --> 00:24:17.756
a black person to be in a

00:24:17.756 --> 00:24:19.991
high position,

00:24:20.258 --> 00:24:22.427
because I feel in a high position.

00:24:25.363 --> 00:24:29.100
So, we try to open paths

00:24:29.100 --> 00:24:33.371
for the possibilities of this child, this young

00:24:33.371 --> 00:24:34.206
for tomorrow.

00:24:34.206 --> 00:24:39.077
That he can be a dentist, doctor, physiotherapist,

00:24:39.077 --> 00:24:42.314
can be a nurse, and be a teacher,

00:24:42.314 --> 00:24:44.216
can be in different spaces.

00:24:44.616 --> 00:24:47.586
It is a way of building, in the job market,

00:24:47.586 --> 00:24:49.020
a fairer presence,

00:24:49.020 --> 00:24:51.857
stronger in the future.

00:24:52.724 --> 00:24:54.993
Today I believe that

00:24:55.827 --> 00:24:57.329
my mother is proud of me

00:24:57.329 --> 00:24:59.498
and if my father were here, he would be proud.

00:24:59.498 --> 00:25:01.366
So I\'ll look for...

00:25:01.867 --> 00:25:03.068
other flights,

00:25:03.068 --> 00:25:04.336
management...

00:25:04.970 --> 00:25:06.838
director, who knows...

00:25:07.772 --> 00:25:08.740
I\'m not afraid.

00:25:08.740 --> 00:25:10.075
I\'m not afraid.

00:25:21.686 --> 00:25:26.057
In 2015, only 12.8% of the university population was black.

00:25:27.492 --> 00:25:36.801
Although more than a half of the Brazilian population is black, less
than 5% of the companies executives are. In black women case, it\'s only 0.4%.

00:25:38.670 --> 00:25:49.180
In 2019, the salary gap between whites
and blacks reached it\'s highest peak since 2016.
The average monthly revenue of blacks
equaled 55.8% of the whites.