Three letters and a multitude of meanings. ESG is not something new, but there are many companies that still do not know how to implement it and make this concept part of the institution’s DNA and the day-to-day governance practices.
“Where to start?” and “How to communicate?” these are constant doubts and there are even those who communicate more than they do, a fact that does not last, because every day the consumer is more aware and the practices of companies are closely monitored, in order to confront the veracity of actions and decision-making .
“In ESG there is no way to choose one of the agendas to undertake actions” says my partner here at DPZ, the Head of ESG, Fernanda Miné. The necessary ESG journey is complete, not a menu where we choose to protect nature while leaving people behind, for example. But yes, we can start each process at different times. Analyze our business and prioritize action fronts.
So, resuming conversations we’ve had here in the last two texts I shared with you, diversity and inclusion are very significant assets for the “S” of social. They kind of form a single word, as there is no diversity without inclusion and vice versa.
Inclusion has its own elements such as: welcome, safe environment, sensitive view of opportunities… Issues that demand courage. That’s right, courage, because one of the reflections I try to provoke is to confront leaders with the following question: “which privilege are you willing to give up?”.
Diversity issues are based on privileges, while there are excluded people who see their rights and access restricted, there are those who enjoy the benefits of enjoying – largely – everything that society has to offer to the detriment of others. They are those who occupy positions of power and prestige and the majority among the most economically affluent.
We cannot attribute to chance that the so-called minorities have bad luck or whatever they want to call it, because they only stand out in the worst indices: mortality, violence, prisons… there you go…
Including means being firm in the face of the hard truths you will encounter along the way. Be willing to deal with the other’s pains and triggers. Understanding that if you hire a trans person, you will be part of the sad reality that Brazil is the country that kills the most people like this in the world and that, because of all this pressure, there will be moments of greater fragility in which this employee will need their fears and anxieties are welcomed, respected and understood in the most sensitive way possible. We need to talk about sensitivity, a point that must be addressed within companies, based on and worked on from situations that surround the world, which, despite being normalized, hurt. Dealing with diversity requires updating and study. Only from there, sensitivity is brought in a humane and assertive way, so that the inclusion of all this diversity is real.
Opening the doors of selection and hiring processes is almost nothing compared to everyday life. How, once people from different realities, cultures and backgrounds are included, it is necessary to think and rethink so that they have a place to speak, so that this person has opportunities, that they can have access to career mobility and be prepared for a corporate world that has historically made question of leaving it aside.
There is much to be done, which is why our daily “ESG” is not a formula, but a mantra, a bold but essential commitment. And I will continue this subject in our next “meeting”.
Rejane Romano, engaged, activist and journalist, post-graduated in Media, Information and Culture from the University of São Paulo (USP), has already coordinated the communication of the Ethos Group and is currently director of communication at the DPZ agency.
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