GS2 | B Corp™’s Post

In the occasion of the #InternationalWomensDay, Myriam García López, our Head of Human Resources shares her insights on how organizations can be catalysts for change towards greater inclusion and how, on a personal level, we can inspire and implement these initiatives in our daily surroundings.💜👇 🗨️ "Diversity and inclusion are not just core values at Holcim EMEA Digital Center; they are our competitive edge. With a gender diversity ratio nearing 40%, we are proving that the construction sector, male majority sector, can not only evolve but thrive by embracing a more inclusive perspective," states Myriam. Myriam reminds us of the importance of building bridges, not only in the physical sense as engineers and construction professionals but also metaphorically, connecting people from diverse backgrounds, key to adding value and fostering an environment where everyone feels valued and part of something bigger. 🫂 🗣️ "From mentorship to leadership programs, from hiring to promotion and compensation policies, every aspect of our human resources strategy is designed to reflect and promote diversity and inclusion. This is the legacy I hope to leave: a workplace where everyone, regardless of their gender, background, or beliefs, can reach their full potential." Join us in celebrating #WomensDay by sharing this vision and committing to promoting inclusion and diversity, not just today but every day. 🤝💜♀️ #Inclusion #Diversity #WomenInConstruction #FemaleLeadership

Why is LGBTQIA+ representation crucial in corporate America? Discover how diverse leaders like Ezinne Okoro, Global Chief Inclusion, Equity and Diversity Officer at Wunderman Thompson, are making a difference. Learn why fostering inclusivity is essential for businesses. 🗣️ Ezinne Okoro, emphasises the importance of representation: "It takes a lot of courage to walk in your truth and convince others that you shouldn't be discriminated against because of who you love and how you identify." #RepresentationMatters #DiversityAndInclusion #LGBTQIA #InclusiveWorkspaces

Our employee promise isn’t just words on a wall. It’s a genuine commitment we’ve made to our people because we believe they are our greatest strength. 💪 In 2023, Intact was once again selected as a Best Employer by Kincentric for the 8th consecutive year in Canada, and in the U.S. for the 5th consecutive year. 🗝️ Our 2023 Social Impact & ESG Report explains why investing in our people is a key element of our strategic roadmap at Intact. 👩🧔👳🧕🧓 Read all about it, and drop a 🔥 in the comments if you agree companies should prioritize their employees: https://lnkd.in/gevUWe8Y 👈 #SocialImpact #Kincentric #ResilientCommunities

My friend Karen Perham-Lippman is an amazing writer and thought leader on how to create a diverse and inclusive culture as a business strategy and why. The stats speak for themselves - businesses thrive when the culture (or climate as Karen relates it to) includes a variety and diversity of humans who work well together in business. Read this article for inspiration on ways you can nurture this kind of change in your own organization. If you’re interested in a consultation on how to help your team achieve these goals, please contact me, I can help. #leadership #culture #inclusion #strategy

Many people may use "climate" and "weather" interchangeably. However, they are not the same. Weather is the short-term condition of the atmosphere at a specific time and place. Numerous factors influence it, and it can change quickly and unexpectedly. Climate, on the other hand, is the long-term average of weather patterns over a large area over a long period of time. The Earth's orbit, the sun's energy, the oceans, the land, and the atmosphere all have an impact on how stable and predictable it can be. They also represent different scales of environmental interaction—weather describes transient, immediate conditions, whereas climate captures enduring, systemic patterns. How Does This Apply to Inclusion Strategies? Similarly, we may think of inclusion initiatives and outcomes interchangeably, but they are also not the same. This distinction is critical when considering how these strategies are embedded and operationalized within an organization in alignment with the organization’s business strategy. Initiatives are often short-term actions and programs that an organization implements to promote inclusion. Initiatives can be seen as the weather of an organization. They can change quickly and unpredictably, and they can be influenced by external factors such as market trends, social movements, legal regulations or employee and customer demands. While they are important and necessary, they are not sufficient to create lasting and meaningful change critical to the organization’s business. If the organization does not have an "inclusive climate," these initiatives will not lead to sustainable business outcomes. They may be seen as superficial, tokenistic or reactive. By embedding inclusion into the company’s business strategy and treating it as a fundamental aspect of organizational climate rather than a series of weather events, business leaders can create a sustainable, equitable, and inclusive environment that drives innovation, performance, and success at all levels. In my latest thought leadership article on Forbes Human Resources Council, I share strategies for creating an inclusive climate. Share in the comments... What are some of the strategies you have/are implementing to drive inclusion as climate? #Inclusion #InclusiveLeadership #WeAreBetterTogether #Sustainable #BusinessLeaders #ThoughtLeadership

#IWD Feminine Empowerment Keynote at Rio Tinto... who would have thought that I'd be invited to speak on this topic in such a masculine industry? I certainly didn't! This session was so well received by the teams and I felt genuine curiosity from both men and women in the audience. When I speak about the feminine, I'm not addressing gender but rather the feminine energy/traits that exist within each and every one of us. The reality of our current society is that for many generations, the feminine in all of us has been crushed and it's taken an obvious toll of every aspect of our lives: at work, at home and within ourselves. When I see industry leaders leaning in to the collective shift in consciousness and opening up spaces to have courageous conversations about bringing more balance, unity and connection to the world, it gives me an intense surge of hope for the future. I know we have a lot more work to do in this area but I love a meaningful challenge and I deeply believe in people. At our core, we all seek harmony and balance... we just lack the education and awareness around what empowerment means and how to embody it. But we are here, starting the conversation and asking better questions... and that feels like an exciting new beginning. Thanks for having me Rio Tinto Gove Operations. #iwd2024 #keynotespeaker #leadershipdevelopment #womenempowerment #femininepower #embodiment

Caveat Emptor, home and abroad. #talkisstillcheap. #ifyoumeanitshowit Talking ESG, Sustainability and Supply Chains How inclusive are you? Are you exploring the inclusivity spectrum ? Have you realized that you have not been inclusive, after so many years of preaching it ? Are you supporting People of Determination by hiring one of them ? What are your plans on having a more inclusive supply chain, company and function ? Are you aware of the benefits of inclusivity? How can inclusiveness contribute to your supply chain value ? Some questions we may want to answer. #genderequality #inclusiveculture #neurodiversity #vendorinclusivity #supportlocalcontent #supportsmes #supportfemalebusinesses #supportminorityenterprise #supportpeopleofdetermination

Each year, when we release our CSR Report, I see it as an opportunity to reflect on the past year's journey.   This year, of course, I am particularly proud to see us improving on 2 fronts: #Diversity and #Inclusion, with a successful annual Diversity & Inclusion Week, demonstrating our commitment to a diverse and inclusive workplace. In 2023, women occupied 29% of management positions, taking us closer to our target of 30% by 2025. #Internalmobility, with 65% of open management positions filled by an internal candidate in 2023 (up 10 points vs. 2022), bringing us closer to our target of 70% internal mobility by 2025. I would like to thank all the teams who are continuously commited to shaping a more responsible workplace at Tarkett; we are clearly leading the way to better floors.   👏 Dragan Marceta Sanja Vranjes Baricic Louise Bianchi Cécile SACQUIN Gaëlle BABOUCHE Marie Le Men and their teams https://lnkd.in/eNexhTP5

In celebration of #PRIDEMonth, MetLife is spotlighting a colleague who illustrates the importance of inclusion, belonging and allyship. Pilar Rios, IT Category Management Senior Analyst and Sustainability Program Leader, is sharing her experience. Get inspired by her story here:http://spr.ly/6044gNt2i

Exciting news! A recent study published in Harvard Business Review highlights the power of diversity on corporate boards. Companies with diverse leadership achieve higher environmental ratings. Gender diversity, in particular, can lead to a 17.5% increase in a firm's environmental rating. Let's celebrate and encourage diversity in the boardroom for a sustainable future. Read more in the Harvard Business Review. https://buff.ly/40i90V4