I’ve followed the shift in flexible work policies as part of my studies at Lopez Research. One trend that surprised me is the momentum by specific industries to require a full-time return to the office for roles that don’t need a physical presence. Collaboration, training and instilling a consistent culture are reasons companies have listed for a return to office strategy. I asked Stevens for her thoughts on how a company can build a culture in a hybrid or flexible workplace.
Those who approach ERGs more strategically see higher levels of psychological safety, not only for the employees who are part of ERGs but often for the organization as a whole. Adam Grant and Google measured that the highest performing teams and companies are those with the highest levels of psychological safety. These kinds of programs into programs that benefit everyone but disproportionately benefit underrepresented people in the workforce.
We see change when we practice new behaviors and get positive reinforcement for those behaviors. People are far more receptive and open to new behaviors at work because it's more of an expectation. A tiny micro behavior, such as ensuring a person isn’t interrupted when speaking, can be tied into inclusivity.
Vice President, Inclusion, Diversity, and Engagement at Akamai Technologies, shared that WeSpire helps Akamai organize its various ESG, wellness program, and philanthropic arm into a central place. A unified platform helps minimize decision fatigue and supports a growth mindset approach. Akamai sees the opportunity to eliminate complexity while creating a consistent flow and experience across the platforms.
The Essence of Fascism
ESG is garbage
ESG NÃO FUNCIONA!!!!