Migration, poverty and food chain were hot topics of the UN Climate Change Conference, which takes place in Poland.

The COP24 is taking place in Poland

Despite the “Act Now” motto of COP24, this year’s Conference of the Parties looked like a redacted version of the former editions, probably due to the obvious effects of global warming on our daily lives. And they indeed are being felt everywhere – from water scarcity in South Africa to floodings in the US, and from storms in South America to rising sea levels in the Atlantic. Nature is also transforming the way we live; everyone’s safety is being threatened and climate migration is becoming a serious issue.

“Changing weather, floods and droughts in many places increasingly threaten people’s livelihoods. That is leading a lot of families to have to consider whether they can stay where they are, or try to live somewhere else,” said Koko Warner in a statement during the COP24. The UN estimates that over 258 million people live outside their country of origin, and global warming is expected to increase this number as it makes some areas of the planet uninhabitable. Currently, four times more people in the world are displaced by extreme weather events than they are by conflict.

Climate change also affects food production. All over the world, farmers have seen their crops affected by heavy rains, droughts and extreme weather conditions for several years in a row, leaving most of them without predictable income and, ironically, with restrained access to food. As a result, they are bound to change their status from suppliers to requesters, and thus aggravate poverty and hunger.

A set of recommendations was presented to help define the 197 countries’ commitment to climate action. Cooperation among parties is key, as well as using technology and data analysis to tackle information and planning challenges. “The goal is really to help countries understand the scale of what is coming and really prepare for it”, said Ms. Warner. “It’s really about finding ways to reduce the suffering and ensure the safety, dignity of the people at risk of displacement in the face of climate change.”

Some of the recommendations included financial planning support for communities who are facing natural disasters, as well as the increase of investments in mapping and understanding human mobility due to climate change. “The real impact,” noted Ms. Warner, “will only be measured through the steps countries take to avoid and minimize unnecessary suffering, and address the risks involved in climate-related displacement.”

Horyou, the social network for social good, has traditionally supported social innovation projects and events that are committed with technology for good. Acting as media partner we are pleased to introduce you with the Blockchain & Bitcoin Conference Philippines as a very interesting gathering to learn more on Blockchain technology and explore it as accelerator of social innovation and economic development. By resonating with the values of Horyou and our Utility Token supporting social and economic inclusion: HoryouToken, the Blockchain with a Purpose, we are proud to announce this Conference to our Community of Changemakers.

Blockchain & Bitcoin Conference is an Horyou Media Partner

On December 6, Manila will welcome the second Blockchain & Bitcoin Conference Philippines by Smile-Expo – the large event focused on DLT and crypto coins. The last year’s meeting has gathered 300 guests, 12 companies in the demozone and top speakers from top world companies.

Who will speak at the conference?

At this year’s event, sphere’s top professionals will discuss the topical issues regarding the technology and the crypto industry’s trends.

The Co-Founder and CCO at Satoshi Citadel Industries Miguel Cuneta will deliver the presentation “You Probably Don’t Need Blockchain For It.” During his talk, the expert will explain when blockchain is not needed and regular database is enough.

The event will also include the panel discussion “Smart Contracts and Legal Contracts.” Among the participants there will be Rafael Padilla, one of the establishers of Blockchain Association of the Philippines (BAP). The organization spreads the crypto knowledge and unites DLT enthusiasts to promote the global adoption of the technology.

BBC Philippines Speakers

Business Owner at Tagcash – Mark Vernon will explain what are the permissioned blockchains and will demonstrate use cases with MultiChain and Stellar. During his speech, the expert will focus on shared KYC, international remittance and supply chain tracking.

Lito Villanueva, Chairman at FinTechAlliance.ph, will give an insight into the digital assets as liquid alternatives in investment. The goal of his organization is to stimulate innovations and promote the expansion of the technology.

Jorge Azurin, CEO & Founder at MediXserve, will describe how DLT works in the medical industry, present real-life use cases and examine the future of healthcare with blockchain.

What else is waiting for visitors?

The conference will also involve the demozone, where DLT-based corporations will have a space to present their new crypto products to the audience.

Pitch-sessions will be a part of the program as well – during small presentations, crypto startups will acquaint the guests with their ideas.

Networking will present the opportunity to find potential business partners and investors.

Venue and tickets

In honor of Bonifacio Day, the organizer of Blockchain & Bitcoin Conference Philippines – Smile-Expo – is giving a 50% discount on tickets. You can buy them from November 29 to December 5 inclusive.

  • Discounted ticket price: $50.
  • Undiscounted ticket price: $99.

The conference will take place in luxurious Holiday Inn Hotel & Suites Makati. The event program and details are available on the website. Join the blockchain revolution right now!

Use the discount >>>


The event will be coordinated by the company Smile-Expo – an organizer of 48 successful blockchain events in 25 countries.

Let’s go beyond the discussion man vs. machine for a while and admit that AI really makes for a better society

It may look like a scenario of another scifi movie or book, but the fact is that AI can help us lead longer and better lives.

As I’m writing, artificial intelligence is tracing behaviors on social media everywhere. But there’s more to the matter than meets the eye. Rather than use the collected data for marketing and sales purposes, AI may indeed be detecting and acting on suicidal signs or attempted suicides, nowadays a most serious cause of death globally. Social entrepreneurs and academics have adopted AI to tackle the issue focusing on children and the youth. Platforms like AI Buddy and Bark monitor text messages, as well as e-mails or Youtube videos to detect any sign of potentially self-destructive behavior to warn families, friends and authorities about the likelihood of something going wrong. Some other platforms are concerned with preventing school shootings.

Meddling” is a word that otherwise may carry a bad connotation, but in this instance, AI is saving lives. It also may look like a scenario of another sci-fi movie or book, but the fact is that AI can help us lead longer and better lives.

Regarding the relationship between man and machine, many scientists and authors have been talking of cooperation more than substitution. In such areas as food chain in a challenging world of seven and a half billion people to feed, Sentient, a startup that has developed an AI which studies the effect of light (UV), salinity and water on crops, is seeking ways of perfecting conditions for a more sustainable agriculture. AI is also being used to prevent diseases, and helping farmers to produce more and better as ultimately, more efficiency can prevent hunger and save lives.

For one thing, ‘AI for good’ will provide better access to healthcare for all, one of the UN Sustainable Development Goals. While helping doctors to detect diseases and discover new drugs, AI can indeed change completely the way we take care of our health.

To know more about artificial intelligence, social entrepreneurship, technology and the UN SDGs, join Horyou and follow our posts on Horyou blog. Be the change, be Horyou.

On November 28th, the European Youth Award, one of the most important awards supporting young entrepreneurs, will be celebrating its 2018 edition in Graz, Austria, with an event focused on the future of digital technologies. The EYA Festival and Gala will gather digital experts, startups and disruptive project holders to celebrate young talents and join forces for a better world. A long-term Horyou partner, EYA’s project manager Birgit Kolb gave us this interview and talks about social entrepreneurship, digital creativity and the use of information for good.

Birgit Kolb, EYA project manager

What is the main purpose of EYA?

Digital technologies are most powerful tools to tackle the social challenges people face every day. EYA’s main purpose is to bring together young people sharing this view. We are the Internet of entrepreneurs who care, and by joining forces, we want to create a better world.

What is the connection between social entrepreneurship and digital creativity?

Powerful technologies should be used wisely to create more freedom and wealth. The European Youth Award celebrates the idea of improving society through new technologies. That may be mobile apps or the Internet of Things, digital communication channels or robots, there is a lot of creativity in the submitted projects. Huge positive impact on society can be achieved with state-of-the-art technology. EYA Winning Projects use digital possibilities in a very smart and creative way; they enrich them with social intention and thereby create awesome solutions to the challenges many people face.

We live in a world where information is key but could also be a threat if not used wisely. How are you approaching this?

EYA Winners are a positive example of using information wisely for a good purpose. We want to motivate and inspire others by putting them on stage. Take for example this year’s winner in the “Active Citizenship” category: Soliguide is a platform providing homeless people and refugees with helpful information and easing their lives. Or Blood Donor, a winner in the Fostering Health category: the app improves the communication between the National Centre for Blood Transfusions and the individual donors to share information if blood is urgently needed. It may be vital that certain informations reach the right target groups in time. These changemakers join the European Youth Award because they want to learn and take part in a community of people sharing that same inspiration.

Please mention some of the most interesting speakers or business cases that will be showcased this year.

The EYA Festival is a reunion of great people. They create a very special atmosphere of togetherness, creativity and fun. Personally, my favorite session is the EYA campfire, when EYA mentors like Belkis Etz and Markus Leitner (SKIDATA), Wolfgang Schaffer (bitmedia), Thomas W. Albrecht (TWA Mentale Innovation GmbH), Karim Taga (Arthur D. Little), Reinhard Mayr (COPA-DATA) and many other experienced business leaders will share their personal stories with the Festival Participants. I am also looking forward to the workshop with Sarah Klein and Eva Verfürth of Tea after Twelve. They will talk about how to counter fake news and drama – a superhot topic. Another highlight will be the workshop “Blockchain for social impact: does it make sense to move your project on blockchain?” conducted by Odeta Iseviciute. On Friday we will conduct for the first time the so-called “EYA Solution Jam”: Companies like Gofore, Mountain Marketing, HEIJAR, rsa SAT, the styrian SFG, the City of Graz and mladiinfo will present real-life business challenges. In a creative and productive process, the Festival participants will try to come up with smart solution concepts and new approaches. This is going to be super-interesting.

EYA is a Horyou Partner. If you want to become involved, contact them on this email address.

Brazil is a country of contrasts – 130 years after the abolition of slavery, black people still face the challenge of inclusion and diversity. In a country where they are more than 50% of the population, it is necessary to develop diverse leadership that empowers and generates examples for the next generations. With the motto of valuing this diversity, Liliane Rocha, the founder of sustainability consultancy Kairós, launched the book Como ser um Líder Inclusivo (‘How to Be an Inclusive Leader’, available only in Portuguese).

During the Black Consciousness Month, Horyou blog interviewed the author about how companies can be more inclusive – a lesson to be learned in all countries.

(Portuguese version below – Versão em português abaixo)

Liliane Rocha teaching a Workshop about Diversity

What does Brazil need to become a more inclusive country?

First, a greater knowledge of the Brazilian about the history of Brazil, whose legacy and historical construction make us have the scenario that we have today. Remember that it is a country that has had 388 years of slavery and only 130 years of abolition. Women began voting in 1932 and were less than 20% of the workforce in the 1970s.

When do not know our history we cannot make a critical reading of the reality that surrounds us. In addition, legislation is an issue because the laws the country has are not enforced. For example, there is a 1991 legislation that says that companies with more than 1,000 employees must ensure that at least 5% of them are people with disabilities, but the 500 largest Brazilian companies don’t reach 3%. There is also a shortage of laws that drive a more inclusive culture in Brazil. Homophobia, for example, should be a crime. It would make a lot of difference in work environments where the LGBTQ + population face barriers to access and promotion.

And finally, it takes a lot of education and culture for diversity and inclusion.

A policy of quotas such as people with disabilities, for example, would be a good way to include more minorities in companies?

I do not use the word quotas much because people have a lot of ignorance and preconceived ideas about it. I prefer to use the word goals. I have worked with large companies for 14 years and every area has goals, be it sales, legal, finance. That is, we know where we are, where we want to go, how we want to get there and what the outcome indicator will be.

Why then when we speak only of diversity do we refuse to have goals? It is clear that diversity is a matter of human rights and social justice, but it has not made companies more diverse and inclusive. Therefore, I reinforce that it is important to have goals, process management, and moreover, to understand diversity as a competitive advantage.

One of the great challenges of inclusion is the professional development of minorities. How can we ensure leadership opportunities for social groups such as women and blacks?

I do not like the word minorities. Women are 52% of the population in Brazil, blacks 54%. We speak of diversity groups or minority groups, that is, they have been deprived of their basic rights throughout the history of humanity.

We have to understand that it is fair that companies represent the demography of society. People with disabilities are about 24% of the population. According to the Kinsey scale of the 50’s (in my opinion underestimated due to the historical and cultural context) homosexuals are about 10% of the population. Where are these people in the companies? In the most varied positions?

To guarantee opportunities for these groups, companies should focus on the work of diversity and inclusion in their hiring, retention, development and culture processes, preferably with the support of consultants and professionals trained in the subject.

Liliane has just launched her book: Como ser um líder inclusivo (How to Be an Inclusive Leader, available only in Portuguese)

What is an inclusive leader?

It’s the one who looks at his or her team, sees whether or not it represents the demography of the society, and decides what they want it to represent, because that’s a value. In addition, I like to signal 5 characteristics of an inclusive leader.

• Empathy – Inborn or learned ability to put yourself deeply and truthfully in the place of other people, taking into account their life history, their experience, their characteristics, in order to generate a psychological and emotional approach with the most varied people.

• Dialogue – Ability to generate connections based on active listening and understanding of the other, through a two-way interaction in which it seeks to build understandings, knowledge and actions based on the most varied perspectives.

Many people think that obviously we are always in dialogue, but it is not true, because this will depend on the posture and intention with which we interact with others.

• Respect for different opinions – The ability to respect the most varied opinions. Listen carefully and actively and build joint knowledge.• Consciousness of our biases – The capacity for self-knowledge, mainly to perceive “what we think”, “because we think” “as we think”. That is, the expansion of knowledge about how we make decisions, naturalized socially, but which are actually the result of a historical and social construction taught from generation to generation.

Also, decide that you will put those learnings into practice. After all, behavior change sometimes demands effort and commitment. And the leader is always an example to his team that tends to give much more importance to what he actually does in practice. That is, it is fundamental that the leader leads by example, by attitudes, by inclusive actions.

What inspires you to continue working with inclusion projects?

I believe in a better world for the next generations. Changes in culture, perception and society take time. But I firmly believe that in the near future, men and women, blacks and whites, people with and without disabilities, of all sexual orientations and gender identity, of the most varied ages and religions, and all the other infinite and indescribable ramifications of human diversity, will have a space in society that respects their differences and ensures equity.

Of course, a small part of that change I and the people working on this theme are building now. And in this sense for every person who makes a difference, we have already changed the world!

(versão em português)

Changemakers: Liliane Rocha, a empreendedora que luta pela diversidade

O Brasil é um país de contrastes – 130 anos depois da abolição da escravidão, a população de origem negra ainda enfrenta o desafio de inclusão e diversidade na sociedade. Em um país com mais de 50% de pessoas negras, é preciso desenvolver lideranças que empoderem essa população e gerem exemplos para as próximas gerações. É com o mote da valorização da diversidade que a empreendedora Liliane Rocha, fundadora da consultoria especializada em sustentabilidade Kairós, lançou o livro ‘Como ser um líder inclusivo’.

No mês da consciência negra, o Horyou blog entrevistou a autora sobre o desafio de incluir mais lideranças nas empresas brasileiras.

O que falta para que o Brasil seja um país mais inclusivo?

Primeiro, um maior conhecimento do brasileiro sobre a história do Brasil, que legado e construção histórica fazem com que tenhamos o cenário que temos hoje. Lembrando que estamos em um país que teve 388 anos de escravidão e somente 130 anos de abolição. Que as mulheres começaram a votar em 1932 e na década de 70 eram menos de 20% da PEA (População Economicamente Ativa).

Desconhecemos nossos dados, nossa história e não conseguimos fazer uma leitura critica da realidade que nos cerca.

Além disso, legislação é uma questão, tanto porque as que temos não são cumpridas. Por exemplo, há uma legislação de 1991 que diz que empresas com mais de mil funcionários devem ter 5% de pessoas com deficiência em seu quadro de funcionários, mas nas 500 maiores empresas brasileiras não chegamos a 3%. Também faltam leis que impulsionem uma cultura mais inclusiva no Brasil. Homofobia, por exemplo, deveria ser crime. Isso faria muita diferença em ambientes de trabalho nos quais a população LGBTI+ enfrenta barreiras de acesso e de promoção.

E por fim, é preciso muita educação e cultura para a diversidade e inclusão.

Uma politica de cotas como a de pessoas com deficiência, por exemplo, seria uma boa maneira de incluir mais minorias nas empresas?

Não uso muito a palavra cotas porque as pessoas têm muito desconhecimento e ideias preconcebidas sobre o assunto. Prefiro usar a palavra metas. Trabalho com grandes empresas há 14 anos e toda e qualquer área tem metas, seja área de vendas, jurídico, finanças. Ou seja, sabemos onde estamos, onde queremos chegar, como queremos chegar e qual será o indicador de resultado alcançado.

Porque então só quando falamos de diversidade nos recusamos a ter metas? É claro que diversidade é uma questão de direitos humanos e justiça social, mas só isso até hoje não tornou as empresas mais diversas e inclusivas. Por isso, eu reforço que é importante ter metas, gestão de processos, e além disso, entender diversidade como vantagem competitiva, caminho para uma sociedade e empresa mais perenes.

Um dos grandes desafios da inclusão é a ascensão profissional das minorias. Como conseguir garantir oportunidades de liderança para grupos sociais como mulheres e negros?

Não gosto da palavra minorias. Mulheres são 52% da população, negros 54%. Falamos de grupos de diversidade ou grupos minorizados, ou seja, que foram privados dos seus direitos básicos ao longo da história da humanidade.

Temos que entender que é justo que as empresas representem a demografia da sociedade, Pessoas com deficiência são cerca de 24% da população. Segundo a escala Kinsey da década de 50 (na minha opinião subestimada devido ao contexto histórico e cultural) homossexuais são cerca de 10% da população. Cadê essas pessoas dentro das empresas? Nos mais variados cargos?

Para garantir oportunidades a esses grupos, as empresas devem focar o trabalho de diversidade e inclusão em seus processos de captação, retenção, desenvolvimento e cultura, preferencialmente com o apoio de consultorias e profissionais capacitados no tema.

O que é um líder inclusivo?

É aquele que olha para a sua equipe, vê se ela representa ou não a demografia da sociedade brasileira, e decide que quer que represente, pois isso é um valor. Além disso, gosto de sinalizar 5 características de um líder inclusivo.

Empatia – Capacidade inata ou aprendida de se colocar de forma profunda e verdadeira no lugar das outras pessoas, levando em consideração sua história de vida, sua vivência, suas características, de forma a gerar uma aproximação psicológica e emocional com as mais variadas pessoas.

Diálogo – Capacidade de gerar conexões pautadas na escuta ativa e na compreensão do outro, por meio de uma interação de mão dupla na qual busca-se construir entendimentos, conhecimentos e ações pautados nas mais variadas perspectivas.

Muitas pessoas acham que obviamente estamos sempre dialogando, mas não é verdade, pois isso dependerá da postura e intenção com a qual interagimos com os outros.

Respeito a opiniões diferentes – A capacidade de respeitar as mais variadas opiniões. Escutar com atenção e ativamente e construir conhecimento conjunto.

Consciência dos nossos vieses – A capacidade de autoconhecimento, principalmente de perceber “o que pensamos”, “porque pensamos” “como pensamos”. Ou seja, a ampliação do conhecimento sobre como tomamos decisões, naturalizadas socialmente, mas que na verdade são fruto de uma construção histórica e social ensinadas de geração para geração.

Além disso, decidir que irá colocar esses aprendizados na prática. Afinal, mudança de comportamento às vezes demanda esforço e empenho. E o líder é sempre um exemplo para a sua equipe que tende a dar muito mais importância para o que ele de fato faz na pratica. Ou seja, é fundamental que o líder lidere pelo exemplo, pelas atitudes, pelas ações inclusivas.

O que te inspira a continuar trabalhando com projetos de inclusão?

Acredito em um mundo melhor para as próximas gerações. Hoje pouco acredito que verei o mundo pelo qual eu luto, ainda na minha geração. Mudanças de cultura, percepção e sociedade demandam tempo. Mas acredito piamente que no futuro próximo, homens e mulheres, negros e brancos, pessoas com e sem deficiência, de todas as orientações sexuais e identidade de gênero, das mais variadas idades e religiões, e todas as outras infinitas e indescritíveis ramificações da diversidade humana, terão um espaço na sociedade que respeite as suas diferenças e assegure equidade.

Claro, uma pequena parte dessa mudança eu e as pessoas que trabalham neste tema estamos construindo agora. E nesse sentido para cada pessoa que fizermos diferença, já mudamos o mundo!

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Migration, poverty and food chain were hot topics of the UN Climate Change Conference, which takes place in Poland. Despite the “Act Now” motto of...