Female leadership advances on ESG agenda according to survey
According to a survey published by GV-executivo (from Fundação Getulio Vargas) in the analysis of overall ESG performance, companies that have women on the board showed better scores compared to companies with no female executives in leadership positions that demonstrated being in the group. of low performance. The survey found that 31%, or 16 out of 52 organizations presented themselves in the Low ESG group and do not have the presence of women on both the board and the board. In the group with a high ESG score, this double absence drops to 17%, that is, 8 out of 46 organizations.
The acronym ESG — Environmental Social and Governance, which refers to environmental and social governance, has been widely used to summarize themes about environmental, social and corporate governance issues in the business environment. This topic is an approach to assessing the extent to which a corporation works towards social goals. In matters of environmental and social governance, one of the relevant dimensions is gender equity and the result of these discussions is increasingly associated with its relationship with the financial market.
In an initiative with the purpose of bringing together, supporting and catalyzing actors and actions that promote structural diversity and inclusive innovation in the search for gender equity in corporations, UN Women and the Global Compact launched the Elas Lideram Movement with a focus on promoting gender equality. gender equality and women’s empowerment, the Movement expects more than 1,500 companies to commit to the theme and take more than 11,000 women to senior leadership positions within companies by 2030. At the launch event, which took place in the last month (31), more than 50 companies attended, including the Movimento Mulheres 360, which, together with the companies Uber and Animale, finance all the activities of Elas Lideram. Achieving the Sustainable Development Goals (SDGs) is a priority and the involvement of the private sector is central to the mission of SDG 5, which concerns gender equality.
Six organizations with influence and performance in the automotive sector signed the Women’s Empowerment Principles (WEPs), the movement took place during the II Forum AB Diversity in the Automotive Sector and the commitment was assumed by organizations of the most diverse sizes and scopes of action. : Anfavea, association of vehicle manufacturers, by Faurecia, component supplier, Mercedes-Benz, MHD Consultoria, Pieracciani Consultoria, SD&Press and, finally, Automotive Business itself: “It is essential to have more automotive companies committed to the Empowerment Principles of Women. That’s why our partnership with Rede AB Diversidade is so important”, says Adriana Carvalho, manager of UN Women.
XP, an investment company, is another company that is committed to promoting gender equity at all hierarchical levels of the organization by 2025. The change has already reflected in the financial results. In the last year, the presence of women in leadership positions grew 120%, according to XP’s Head of Diversity and Inclusion: “EBITDA (2021) was 66% higher than in 2020 and the increase happened during the growth of women in leadership positions”.
The Strategic Career Director of Success People — a personal development and people management company — located in São Paulo, which serves the national and international territory, Márcia Pillat, believes that the numbers will guide the next paths in the increase of women in positions of command: “The performance measurement of social, environmental and corporate governance helps companies understand their impacts on the environment, the economic market, communities and society in general. In this process of transformations, these perceptions triggered by the evolutionary perspective came to the fore, showing through research in the area the importance of women and men contributing uniformly within and outside corporations”.
For Neiva Gonçalves, Co-founder of Success People, organizations with high scores in sustainability indicators have female leadership in common: “Better relationships promote long-term security, which generates greater security in financial performance, a point that has drawn the attention of investors all around the world. Women have a greater ability to humanize relationships with employees, partners and investors, when it comes to ESG, it is essential to look at diversity, we have noticed in our partners that organizations with high scores in sustainability indicators have female leadership in common “, points out: “The skills undertaken by women in maternity are aligned with the principles of the ESG agenda, this is the strong point”.
Although sustainability and gender equity are persistent challenges in society, it is the commitments assumed daily that are truly responsible for an effective transformation and the themes of the ESG Agenda have potentiated the advancement of gender equity in Brazil: “It is the needs that generate the trends”, concludes Neiva.