Loon school program is designed to help students see connections, consider diverse perspectives, and explore new frontiers of knowledge across varying disciplines. Not only are there courses in different fields but there are overlaps in course content that complement each other.
Education is about genuine understanding and the ability to figure things out on your own; not about making sure every 7th grader has memorized all the facts some bureaucrats have put in the 7th l curriculum. Information is power, there are those who want to keep it for themselves, a piece of knowledge, unlike a piece of physical property, can be shared by large groups of people without making anybody poorer.
Questions are the best answers
We believe technology can change the world so Loon Robotic School is an initiative for every child from our almost 1.000 employees (4 to 10 years) to have the opportunity to learn electronics and have fun building robots, learn magic and thrive in a rapidly changing world. That's why we start at home with our families.
Black women make up less than 4 percent of all Bachelor's degrees earned in computing in Brazil and less than 10 percent in the U.S. Ana Carolina Feliciano, our Head of Education, is working hard to help change that.
In March she announcing the sponsorship of a new Women of Color in Tech PHD and Masters scholarship.
Ana believes that with this campaign supporting increasing the representation of Black women in Tech, other companies can follow the example and foster an inclusive workplace culture where we all belong. We know what it can start to look like, but it takes everyone every day and at every step to achieve sustainable equity in the workplace we create. "I’ve been blessed to be born with many privileges and a family support. My meaning if to create a world where diversity and access are the norm and not the exception — I have full support from our CEO and I’m excited to make my part and watch them create this change."
I invest in you and you give me your soul (5 years work contract etc).
We don't make contracts obligating the employee to stay after the study period. Why?
"CFO asks CEO: “What happens if we invest in developing our people and then they leave us?”
And the CEO answers: “What happens if we don’t, and they stay?”
I haven't found the author of this story, but within each of us there is a little bit of a CFO-mindset. We don't want to cultivate what we're going to lose.
Sometimes we get so attached to development that we want to keep it to ourselves. We cling so much that we are willing to pay the price of giving up development for the simple fear of losing.
However, it is not as simple as it seems. First because it involves emotions and second because it involves investment. Investing generates a different relationship than not earning. And it's this upside and trade-off that we want to change the lens we see.
A pact is much more valuable than a contract, is a commitment and to decide to tighten our belts, we have to gain the freedom to choose the journey and embark on it.
