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These resources will help you to incorporate sustainability criteria into decisions about employee advancement and to make room for a more inclusive workforce by tackling systemic inequality and implicit biases.
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Resources
EDI Leading Practices: A Guide for Companies
Workplace equity, diversity, and inclusion (EDI) is a complex and rapidly evolving space, and increasingly, companies are interested in understanding how to meaningfully advance EDI in their organisations. To help them do so, we consulted EDI research and guidance, reviewed practices of over 100 companies, and sought input from practitioners across a range of industries and geographies. Our Equity, Diversity, and Inclusion Leading Practices Guide offers a comprehensive framework with practices, case studies, and resources to help organisations embed EDI into their strategy, structures, and culture.
Breaking barriers: Unconscious gender bias in the workplace
Pressure is mounting on businesses to pursue social equity and address and reduce disparity in opportunities within the workplace, but many companies struggle to identify and prevent the causes. This research note from the International Labour Organization will help you to better understand unconscious gender bias and the barriers it creates for women’s career advancement, as well as how to mitigate and overcome the effects. The report explores how such bias manifests in the workplace and includes methods, metrics, and training tips for addressing the issue.
Outsmarting our brains: Overcoming hidden biases to harness diversity’s true potential
Despite years of good intentions and organised efforts to foster a diverse and inclusive work environment, many companies are still struggling to grow and capture the benefits of fair organisational management. This short guide from Ernst & Young (EY) and the Royal Bank of Canada (RBC) explores the implications of hidden biases in today's work environment. It explains hidden bias, including how it emerges and manifests, and highlights ways in which it can affect behaviour in the workplace. This resource is a good starting point for identifying and challenging hidden biases when recruiting and promoting, and includes a list of simple questions, tips, and actions for identifying and correcting such discrimination.
How to deal with unconscious biases in human resources decisions
This article from the Diversity & Inclusion Platform can help you to understand how implicit biases can influence personnel-related decision-making, and why critical reflection is necessary for inclusive leadership, recruitment, and promotion. It provides a comprehensive explanation of implicit bias, including key causes and the ways it can manifest. It then explores the impact of implicit bias on recruitment and promotion, as well as how to avoid pitfalls. This is a good resource for business leaders, sustainability change agents, and HR professionals, and the principles may also benefit those tasked with team-building.
The Role of HR in Achieving a Sustainability Culture
Creating and embedding a culture of social and environmental sustainability within your business strategy requires comprehensive integration and coordination with human resource functions. Selecting, empowering, and retaining sustainability-minded talent that values the integrity of vital systems means taking a conscientious approach to recruiting applicants, selecting and orientating new employees, evaluating performance, determining compensation and succession planning and training, and more. This research paper from Jay Liebowitz unpacks how creating a “people first” employer-of-choice culture contributes to creating a culture of sustainability and systems stewardship, and will help you to understand the role that HR can play in connecting the dots that will safeguard and grow these efforts.
How (and why) to develop employee career paths
A growing number of unknowns, disruptions, and stressors, not to mention a growing demand for suitable talent, are driving companies to map out the career paths of their employees to better meet long-term business needs. This short article will help you to understand the early steps you can take towards building this internal talent pipeline.
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