Challenge & Selection     The tool I chose is the Storytelling .   I work at an organization that was on a process to get more focused on the well - being   of its workers by promoting some actions and policies that demonstrate its concern to   their health , happiness and equity between genders and races .   Aiming to concretize this policy , the organization created a group to propose actions   related to the equity of gender and races and compile all of them into a plan format .   This plan should have indicators , goals , deadlines and sectors responsible for the   achievement of the objectives related to gender equality and race in the company .    This group of approximately 10 individuals , which I was one of the members , was very   heterogeneous and included people of different races , genders , social levels and ,   because of that , different points of view .     I proposed the storytelling as a tool to help us to connect with each other and   empathize with each other ’s stories of life and points of view , so that we could   cooperate to propose actions that would benefit the company , but sometimes would   have to prioritize a specific group over another .    The company where the project took place is a public agency that has not renewed its   team for a while . Because of that , most of the workers were retiring or have had   recently been admitted to the company . Because of that , the company , despite the   good payments for managerial positions , was having problems to find workers who   wanted to commit to that positions ( because ones were almost retiring and want to   slow down or because they were too young and did n’t feel prepared to assume the   responsibility to run the company ) .   Despite the existence of this problem , the group did not initially had the objective of   solving this question , much less had thought about how to solve it . It was out of our   scope .     Application   Despite not knowing about the design thinking process and tools , we used this tool   more than once during the construction of this plan .   I believe that the storytelling is a good tool to get the attention of people , especially   during long meetings when people tend to lose the focus very easily .   In my point of view , when the members feel empathy with the person talking , they   stay more time focused and usually , respect and try to understand the person´s point   of view , and also get inspired , motivated and engaged to the theme .   First time we used storytelling was as a presentation tool to help us to know each   other and also , build some empathy and see each other not only as a colleague , but   also as a human being .    The second time was in the moment when each member brought ideas of topics they   considered that should be included in the equity plan .   After the presentation of an   idea , members should discuss this idea , refine it and decide whether or not it should   be part of the plan .    As an example of the tool being used , a member proposed that the mothers of   children up to two years of age should have a reduction of work time of one hour a   day . So that they would have more time to dedicate to their children , since babies 

 need more contact with the mother during early childhood . In addition to this , it also   benefits the emotional health of the mother .   This member told how she felt guilty , stressed , overwhelmed and not worthy to   assume a managerial position since she could not devote more time to work .   The team not only agreed to this proposal but also suggested , after a study of how   much it would impact the company , to extend this benefit to the fathers of children   under two years and parents of children with mental disabilities .       Insight and Approach   This insight to extend the benefit to men and families , who have children with mental   disabilities , was only possible because of the storytelling tool , which allowed each   member to stand in others shoes .   In addition , this measure solved the problem of filling positions of leadership , since   these people felt able and supported by the institution to fill these positions .   Moreover , after a long - term study , the data demonstrated that workers benefited by   this measure were more committed to work , motivated and that there was a reduction   in the number of absences within the benefited group .   We used the storytelling many other times during the construction of the equity plan   and I believe that , by using this tool , we could construct a plan that really represented   and , mostly , embraced the diversity of the company . 

 Thematic Axis : People Management 

 OBJETIVE :    GOAL   DEADLINE                     ( months )   Indicator 

 Responsible 

 Unit 

 Reduce one hour in the   work day of workers who   have children under 24   months or children with   disabilities 

 100 % of 

 workers who   fit in the terms 

 benefited 

 6 months   Policy 

 implemented   SEGP 

 DETAIL OF ACTION   Mid Terms   Unity 

 Involved 

 1.1 . Elaborate Policy    3 months   SEGP 

 1.2 . Submit policy to Management    2 month   SEGP 

 1.3 . Implement Action    1 month   DG 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Challenge & Selection     The tool I chose is the Storytelling .   I work at an organization that was on a process to get more focused on the well - being   of its workers by promoting some actions and policies that demonstrate its concern to   their health , happiness and equity between genders and races .   Aiming to concretize this policy , the organization created a group to propose actions   related to the equity of gender and races and compile all of them into a plan format .   This plan should have indicators , goals , deadlines and sectors responsible for the   achievement of the objectives related to gender equality and race in the company .    This group of approximately 10 individuals , which I was one of the members , was very   heterogeneous and included people of different races , genders , social levels and ,   because of that , different points of view .     I proposed the storytelling as a tool to help us to connect with each other and   empathize with each other ’s stories of life and points of view , so that we could   cooperate to propose actions that would benefit the company , but sometimes would   have to prioritize a specific group over another .    The company where the project took place is a public agency that has not renewed its   team for a while . Because of that , most of the workers were retiring or have had   recently been admitted to the company . Because of that , the company , despite the   good payments for managerial positions , was having problems to find workers who   wanted to commit to that positions ( because ones were almost retiring and want to   slow down or because they were too young and did n’t feel prepared to assume the   responsibility to run the company ) .   Despite the existence of this problem , the group did not initially had the objective of   solving this question , much less had thought about how to solve it . It was out of our   scope .     Application   Despite not knowing about the design thinking process and tools , we used this tool   more than once during the construction of this plan .   I believe that the storytelling is a good tool to get the attention of people , especially   during long meetings when people tend to lose the focus very easily .   In my point of view , when the members feel empathy with the person talking , they   stay more time focused and usually , respect and try to understand the person´s point   of view , and also get inspired , motivated and engaged to the theme .   First time we used storytelling was as a presentation tool to help us to know each   other and also , build some empathy and see each other not only as a colleague , but   also as a human being .    The second time was in the moment when each member brought ideas of topics they   considered that should be included in the equity plan .   After the presentation of an   idea , members should discuss this idea , refine it and decide whether or not it should   be part of the plan .    As an example of the tool being used , a member proposed that the mothers of   children up to two years of age should have a reduction of work time of one hour a   day . So that they would have more time to dedicate to their children , since babies 

 need more contact with the mother during early childhood . In addition to this , it also   benefits the emotional health of the mother .   This member told how she felt guilty , stressed , overwhelmed and not worthy to   assume a managerial position since she could not devote more time to work .   The team not only agreed to this proposal but also suggested , after a study of how   much it would impact the company , to extend this benefit to the fathers of children   under two years and parents of children with mental disabilities .       Insight and Approach   This insight to extend the benefit to men and families , who have children with mental   disabilities , was only possible because of the storytelling tool , which allowed each   member to stand in others shoes .   In addition , this measure solved the problem of filling positions of leadership , since   these people felt able and supported by the institution to fill these positions .   Moreover , after a long - term study , the data demonstrated that workers benefited by   this measure were more committed to work , motivated and that there was a reduction   in the number of absences within the benefited group .   We used the storytelling many other times during the construction of the equity plan   and I believe that , by using this tool , we could construct a plan that really represented   and , mostly , embraced the diversity of the company . 

 Thematic Axis : People Management 

 OBJETIVE :    GOAL   DEADLINE                     ( months )   Indicator 

 Responsible 

 Unit 

 Reduce one hour in the   work day of workers who   have children under 24   months or children with   disabilities 

 100 % of 

 workers who   fit in the terms 

 benefited 

 6 months   Policy 

 implemented   SEGP 

 DETAIL OF ACTION   Mid Terms   Unity 

 Involved 

 1.1 . Elaborate Policy    3 months   SEGP 

 1.2 . Submit policy to Management    2 month   SEGP 

 1.3 . Implement Action    1 month   DG
### Output: 