We’ve discussed how equity is hard to quantify, but don’t let that lull you into taking a loose approach to achieving it.
Securing their buy-in will ensure they’ll be able to hold their direct reports, and themselves, accountable for their role in sustaining an equitable workplace. Examine all your HR processes through the lens of equity, too: For example, do you offer mentorship programs? Do you provide scholarships for upskilling opportunities and/or cover employees’ costs directly? Do you hold managers accountable for income structures and distributing equitable bonuses?įinally, be sure to communicate your equity goals to the entire leadership team. Even parity in the way projects are divvied up and assigned can go a long way to ensuring equity. There are other forms of equity to consider - like learning and development opportunities and opportunities for growth, success and promotion. This ensures you won’t lose sight of your ultimate goal. Start by considering what’s important to your workforce and what equity would look like to them. The best way to approach the process is to work backward. But if you don’t feel you have a solid footing in those areas, you may be wondering where you should start.
But in general, equity is what happens when all members of a diverse population of employees have equal opportunities and support to succeed and grow.Įquity, as we’ve learned, is born naturally from establishing a diverse, inclusive and equal workplace. Equity is more of a state than a step, and it’s hard to strictly define what it looks like since it’ll be different for every organization. If all three of these stages are met, then equity will occur naturally. When all employees are empowered and feel empowered to bring their unique thoughts and ideas to the table, they know they’re being valued equally - that’s equality, the third step along the continuum. An inclusive work environment is one in which leaders are vocal about encouraging everyone to share their contributions and, when done well, makes employees feel valued through positive reinforcement and clear outcomes. Once diversity in the workforce has been achieved, the next step on the continuum is inclusion. As we know, organizations need to attract diverse thought and talent, which is usually accompanied by the kind of diversity you can quantify (think: attracting employees of different ethnic backgrounds, genders and ages at all levels within an organization). This means that emissions of 1 million metric tonnes of methane and nitrous oxide respectively is equivalent to emissions of 25 and 298 million metric tonnes of carbon dioxide.The first step along the continuum is, unsurprisingly, diversity. MMTCDE = (million metric tonnes of a gas) * (GWP of the gas).įor example, the GWP for methane is 25 and for nitrous oxide 298. The carbon dioxide equivalent for a gas is derived by multiplying the tonnes of the gas by the associated GWP:
A carbon dioxide equivalent or CO 2 equivalent, abbreviated as CO 2-eq is a metric measure used to compare the emissions from various greenhouse gases on the basis of their global-warming potential (GWP), by converting amounts of other gases to the equivalent amount of carbon dioxide with the same global warming potential.Ĭarbon dioxide equivalents are commonly expressed as million metric tonnes of carbon dioxide equivalents, abbreviated as MMTCDE.
0 kommentar(er)
