Post by account_disabled on Mar 11, 2024 4:51:37 GMT -5
The process of structuring ESG in the company may not be simple. In many cases, it is necessary to change logistics, organizational practices and even culture. No one expects this to happen overnight and it is not recommended, as changes in the work environment can affect employee satisfaction at work, which has a direct effect on productivity and quality of deliveries. See, in this article, how to make an organizational change while respecting the mental health of employees in order to maintain the stability and sustainability of the business! However, we reiterate that starting social impact actions is urgent. Below, see some options to apply to your company! Remote work Most companies adopted the return to in-person arrangements after the end of the pandemic, but this was not done considering employee preferences or what was best for the environment. On the one hand, flexible working hours and the possibility of working from home continue to be extremely important issues for employees. According to a survey by Catho , only 38% of Brazilians are working remotely; but, of these, 70% say they would not like to return to work in person. A Gallup report also showed that 51% of professionals would leave their job if they found a more flexible option. On the other hand, according to the International Energy Agency , during the pandemic the use of gasoline decreased by 6 million barrels per day and the reduction in congestion during peak hours decreased from 65% to 95%, also reducing air pollution. air.
If a fifth of the world's population, whose jobs can be carried out remotely, did this, 80 million tons of carbon dioxide would be reduced – enough to slow global warming. Diversity, equity and inclusion An obvious initiative to promote more social impact in the company is to hire and include black people, LGBTQIA+ people, people with disabilities, people over 50, immigrants, among other Bahamas Mobile Number List minority groups. Diversity, equity and inclusion practices also benefit companies. According to a study carried out by the Instituto Identidades do Brasil (ID_BR) , for every 10% of ethnic, racial and/or gender diversity, productivity increases by around 5%. Despite this, unfortunately we are seeing a drop in investment in D&I. According to the People Management Trends 2022 report , carried out by Great Place To Work, 24% of companies had the topic as a priority in 2019, but this number fell to 17% in the closest period to the survey. The big problem here is that, for most companies, offering mental health benefits – which has become a priority – and also in D&I policies is “too much investment for employees”. But, as long as this mentality prevails, it is the organization itself that leaves money on the table.
After all, how much does a lack of care for employees’ mental health cost? How much does a lack of investment in social impact cost? Are these values also being calculated or just the value of the investment to maintain the health and well-being of workers? And this brings us to another question: it is impossible for women to have mental health without discussing gender, just as it is for black people, discussing racism and economic inequality or, for people with disabilities, ableism and invisibilization. Thinking otherwise means not seeing employees and/or candidates as complete people; but fragment them considering only what is important for the company. In other words, dehumanizing them. Well-being and mental health of employees To understand the crucial importance, let's look at some data: Brazil is the country with the most anxious people in the world; World runner-up in cases of stress and Burnout syndrome; 5th in number of depressed people. Furthermore, the Federal Nursing Council states that we are experiencing a mental health “pandemic”. Proof of this is that cases of anxiety and depression, which were already very high, increased by 25% after the period of social isolation, according to the WHO .
If a fifth of the world's population, whose jobs can be carried out remotely, did this, 80 million tons of carbon dioxide would be reduced – enough to slow global warming. Diversity, equity and inclusion An obvious initiative to promote more social impact in the company is to hire and include black people, LGBTQIA+ people, people with disabilities, people over 50, immigrants, among other Bahamas Mobile Number List minority groups. Diversity, equity and inclusion practices also benefit companies. According to a study carried out by the Instituto Identidades do Brasil (ID_BR) , for every 10% of ethnic, racial and/or gender diversity, productivity increases by around 5%. Despite this, unfortunately we are seeing a drop in investment in D&I. According to the People Management Trends 2022 report , carried out by Great Place To Work, 24% of companies had the topic as a priority in 2019, but this number fell to 17% in the closest period to the survey. The big problem here is that, for most companies, offering mental health benefits – which has become a priority – and also in D&I policies is “too much investment for employees”. But, as long as this mentality prevails, it is the organization itself that leaves money on the table.
After all, how much does a lack of care for employees’ mental health cost? How much does a lack of investment in social impact cost? Are these values also being calculated or just the value of the investment to maintain the health and well-being of workers? And this brings us to another question: it is impossible for women to have mental health without discussing gender, just as it is for black people, discussing racism and economic inequality or, for people with disabilities, ableism and invisibilization. Thinking otherwise means not seeing employees and/or candidates as complete people; but fragment them considering only what is important for the company. In other words, dehumanizing them. Well-being and mental health of employees To understand the crucial importance, let's look at some data: Brazil is the country with the most anxious people in the world; World runner-up in cases of stress and Burnout syndrome; 5th in number of depressed people. Furthermore, the Federal Nursing Council states that we are experiencing a mental health “pandemic”. Proof of this is that cases of anxiety and depression, which were already very high, increased by 25% after the period of social isolation, according to the WHO .