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5 Ways You can Promote Sustainability by Instilling Values In Your Organization

The SSC Team April 12, 2018 Tags: , , , , , , , Strategic Sustainability Consulting No comments
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Enjoy this post from the SSC Archives. 

It's a common problem in sustainability consulting: how do you get employees to pay attention to sustainability and integrate social and environmental considerations throughout their job responsibilities and daily behavior?  New research in psychology has some insight, and we're diving in for a closer look at how focus on values and virtues can help drive organizational success.

In 5 Reasons You Need to Instill Values in Your Organization, Jessica Amortegui outlines the connection between good intentions and effective transformation in the workplace. "It is an old truism: employees do not turn to written statements on the company intranet for clues about how to behave--they look to each other," Amortegui writes. "If your goal is to intentionally shape the actions and interactions of employees, you know the importance of creating a 'values-based' culture. However, you also know how difficult it is to implement one."

She further adds: "For companies to truly close the chasm between their stated and lived values, they must enter the human psyche to extract excellence from the inside-out, not dictate it from outside-in. This requires organizations to pivot their approach: rather than get people to live the values, they should focus on the values that live in the people. This taps into the innate qualities that exist across mankind: human virtues."

There a lot more great information in the article (read it in its entirety here) with many helpful links to additional studies and research, but what caught our eye was how Amortegui's thinking could easily be applied to the sustainability work we do with clients. Below, we take excerpts from her list (in italics) and add our own commentary on how it applies to sustainability-oriented change management.

1. Virtues Are a Workplace Game Changer

Amortegui: Employees who feel welcome to express their authentic selves at work exhibit higher levels of organizational commitment, individual performance, and propensity to help others.

Just as Walmart found with their Personal Sustainability Projects, allowing employees to identify a sustainability-related behavior that was personally relevant and valuable was instrumental in creating corporate-wide momentum. Consider how you engage employees -- are you making it clear how "green" opportunities and expectations in the office allow them to bring their most authentic selves to the job?

2. Virtues Lead To Growth Of The Whole Person

Amortegui: The ideal company makes its best employees even better--and the least of them better than they ever thought they could be. Employees are not just looking for the best places to work. They want to join the best places to grow.  

Find ways to tie sustainability goals into personal growth opportunities. Whether it's allowing employees to practice a hands-on skill (how to build a rain barrel or the basics of composting), develop speaking skills (hosting brown-bag workshops on green topics), or engaging with senior managers (participating on the Green Team), make sure that you cultivate a clear link between the initiative itself and the opportunity it provides for participants.

3. Virtues Lead to Greater Onboarding Success

Amortegui: When companies emphasize newcomers' authentic best selves, versus an organizational identity, it contributes to greater customer satisfaction and employee retention after six months.

Start talking about the opportunities for employees to exhibit their personal values by contributing to the company's sustainability efforts from day one. Include an overview of your sustainability goals and strategy in new employee orientations.  Find out how their personal interests and virtues align with the organization and invite them to participate accordingly.

4. Virtues Improve Engagement

Amortegui: Two of the most important predictors of employee retention and satisfaction are reporting to use your top strengths at work and reporting that your manager recognizes your top strengths. 

The more that mid-level managers understand and communicate sustainability goals and priorities to their staff, the easier it will be for employees to "get" how their individual job responsibilities play into the larger picture of organizational sustainability. Provide the training and leadership needed to get managers to 1) understand, 2) communicate, and 3) recognize sustainability potential in their departments. 

5. Virtues Increase Self-Awareness

Amortegui: Organizations that realize this potent potential for human excellence will transcend their current cultures and create a greenhouse effect: shining brightness on what is best about their people while cultivating the conditions for any organizational value system to live, breathe, and flourish.

There is great knowledge within your workforce about the practical realities of achieving sustainability in the workplace, within your industry, and in your community. Companies that tap into that knowledge on a regular basis will find that they reap a myriad of rewards: enthusiasm, morale, expertise, and engagement. Why not take advantage of it!

Want to read more about employee engagement? Check out another article we wrote on the subject for 2degrees, Three Ways to Engage Non-Wired Employees.

Thanks to 2degrees for publishing a version of this article!

VERGE Where Technology Meets Sustainability

The SSC Team April 11, 2018 Tags: , , , , Strategic Sustainability Consulting No comments
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Are you ready to visit the Bay Area for the 2018 Renewable Energy Buyers Alliance (REBA) Summit? The summit will be held in Oakland from October 14–16, leading up to the GreenBiz Group’s VERGE 18 Conference and Expo. Bringing together 400 renewable energy buyers and solution providers, the three days will provide a chance for networking as well as for individuals to collaborate about the best ways to take on the challenges and embrace the opportunities to continue to emerge in this market.

Sustainability Consulting Round-Up: Best of Our Blog from March 2018

The SSC Team April 3, 2018 Tags: , , , , , , , , , Strategic Sustainability Consulting No comments
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We try to post a new blog at least once a week, just to share our insights into the world of sustainability strategy and what it takes to be a sustainability consultant or professional today. Here are our most-read posts from March.

 

The Importance of Creating a Diverse Work Team

 

How to Earn the Respect as a Sustainability Leader

 

How Does HR Fit into Sustainability?

 

Free Learning Resources for Aspiring Sustainability Professionals

 

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The Importance of Creating a Diverse Sustainability Team

The SSC Team March 6, 2018 Tags: , , , Strategic Sustainability Consulting No comments
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We talk a lot about diversity these days, but how can we truly make it a priority in our workplaces? Sustainability is about striving for a better world and a better world is an inclusive one. So whether you are a start up or a Fortune 500 company you need to strive to build a diverse company. Here’s the thing — this is not just good for your team, it’s good for your bottom line.

 

Harvard Business Review surveyed more than 1,700 companies from eight countries and found that there was a statistically significant relationship between diversity and innovation outcomes in all countries examined. Also those innovative companies unsurprisingly turned out to be more profitable, too.

 

In her 2016 piece, The Challenges of Diversity in Sustainability Leadership, Anya Khalamayzer highlighted the need for green-focused businesses and nonprofits to rethink they way they build diversity in leadership positions. As Khalamayzer points out the goal of environmental stewardship is preserving a diversity of ecosystems, cultures and natural resources. So it only makes sense that organizations pledging to protect the planet’s resources should reflect the diversity needed to solve the world’s big, interconnected problems.

 

“We need diversity to happen at all levels of environmental efforts, starting with the hiring process," said Whitney Tome, executive director of Green 2.0, an organization advancing racial diversity across mainstream environmental foundations and government agencies.

 

Leela Srinivasan, Chief Marketing Officer at Lever, has six ideas that can help yield results when it comes to fostering diversity in your workplace. First you have to get real about how diverse and inclusive your company is. Look, you can recruit all the diverse talent you want, but if they don’t feel comfortable in the office environment it isn’t going to work out. Make sure you create conditions where employees from all backgrounds can feel empowered to do their best work.

 

To really get started in this process you need to objectively analyze your current situation — how diverse do you consider the last five individuals promoted in terms of gender, ethnicity and background? Ask the same question of your last five hires. If there haven’t been many recent promotions or new team members added to your organization consider the last raises, bonuses or rewards that were distributed. Then consider the last five people who left your organization — is there any commonality in their background? Any patterns that emerge when you evaluate these questions can provide you with a starting point and areas where you need to prioritize your focus.

 

Next make sure your team interviews people consistently and objectively. Here’s the thing, even though hiring is really important for success, most companies seem to spend little time, effort or resources to train employees about making objective hiring decisions. And here’s the thing, whether we want to admit it or not, each of us has some bias about the world around us. Implementing some thoughtful guidelines can help to minimize the impact of that bias, or at least make us more aware of it. We all know that you want people to join your team who feel like a good fit, but if you constantly select people “just like us” your workplace could become a monoculture and your creativity and ability to succeed will be stifled. So utilize an application tracking system, a standard questionnaire and/or interview kits to help candidates be evaluated in a consistent way.

 

Does the world outside of your office understand your commitment to a diverse team? If you have people on your staff who may consider themselves to be in the minority you should ask if they are comfortable being featured in a company blog or to share their positive feelings about working for your company on sites like LinkedIn or Medium.  If this isn’t an option yet, demonstrate your commitment to the community — attend local meetings that address diversity issues or arrange volunteer opportunities that will expose your team to a more diverse population. If your website includes people — one your team or clients — make sure that you highlight individuals who represent other groups.

 

Everyone has to participate. There are different ways you can do this, but your office environment will not be more diverse unless your team is onboard and open. You can engage in company-wide discussions to help foster inclusion and celebrate differences. You can create employee resource groups to provide networking and social opportunities to underrepresented groups, however you have to be careful that the dialogue remains open and doesn’t cause important conversations to be help behind closed doors. The end goal is that the most successful inclusion activities will foster a mutual sense of belonging amongst everyone — whether they are in the majority or minority. And remember, it isn’t just about special activities. You need to make sure that the everyday experience is inclusive. Here is Buffer’s guide to inclusive language for startups and tech companies, take a look and think about the language utilized in your company each day.

 

Here’s the thing, you may have to be proactive in building your diverse team. If you get 25 applications for a position and every one comes from a white millennial male, you may want to put in a little more work to garner a more diverse slate of potential candidates. However as you start approaching individuals you think may be a good fit, remember you are looking for a diverse AND talented team. Do not approach a potential candidate merely because they would increase the diversity at your company.

 

Most importantly? Don’t wait! The early you implement these strategies into your hiring process, the more likely you are to garner and maintain a diverse team. This is a commitment for the long term so get to it! There is no time like the present.

What does gender equality have to do with climate change?

The SSC Team January 10, 2017 Tags: , , , Strategic Sustainability Consulting No comments

Trick question. 

We believe strongly in the concept of sustainability in terms of both the environmental AND social impacts of an organization's operational practice.

Often we find that these two concepts are less of a dichotomy and more of a series of interconnected pieces where human factors and environmental factors blend and create causes and effects that may not have been previously expected. 

So, as we engage in carbon footprint calculations and LCA's, we also encourage our clients to look at their sustainability strategy holistically. 

Gender equality has a strong business case, is right for developing nations as well as advanced economies, and can improve retention and productivity. As human factors are taken into consideration alongside environmental ones, the entire global economic, social, and natural "ecosystems" will be positively impacted. 

As your company looks to boost gender equality, check out this practical guide to putting gender on the agenda.

By using the GRI standards for sustainability reporting, companies will be able to include a full set of data as it relates to environmental and social impact, including things like gender equality. If you're ready to talk sustainability reporting, now's the time! Contact us today. 

 

Moving Beyond Cultural Competency to Equity Literacy

The SSC Team May 14, 2015 Tags: , , , , , , , , , Strategic Sustainability Consulting No comments
By: Alexandra Kueller Take a look at the people that make up your workplace. How diverse is the group? Are they inclusive people? How do they react when someone displays a certain bias? All of these aspects are important to any workplace, because not only can these signs be indicative of a business’s reputation, but it can also monitor the success of how well everyone within the organization works together. To help bring all of this to light, the Virginia Center for Inclusive Communities and Opportunity Lynchburg hosted a workshop to show examples of how to move beyond basic cultural competency in the workplace. By the end of the session, everyone walked out of the room equipped to help take their organization to the next level of equity literacy. It’s first important to note the difference in what separates cultural competence from equity literacy:
  • Cultural Competence – you are able to get along, understand, and interact with those from other cultures and socio-economic backgrounds; your actions are rooted within your best interest
  • Cultural Proficiency – you move beyond yourself and you have a deeper knowledge and grasp of those different cultures and backgrounds that surround you; your actions are not as self-serving
  • Equity Literacy – you dig below the surface to understand where the cultural differences stem from and take action to fix injustices; your actions indicate that you want to better the problem, because that is the right thing to do and not just for yourself
So how does one go from cultural competence to cultural proficiency to equity literacy in the workplace? Here are a few steps to help get you started in the right direction:
  1. Recognize biases and inequities as they come up; start to look for the ones that are subtle
  2. Respond to the biases and inequities when they are said; don't be afraid to point them out
  3. Redress the biases and inequities in the long term; acknowledge there is a problem and don't sweep it under the rug
  4. Create and Sustain a bias-free and equitable learning environment
Remember, this process takes time, and no one is going to achieve equity literacy overnight (as much as we would like to think that’s true…). Rather it’s a stepping stone to get you to the ultimate goal of equity literacy. Last fall SSC attended a workshop that focused on the business case for diversity. Read about it here.