DIVERSITY psychological safety . People who felt that their deadlines were manageable , they understood exactly what they needed to deliver when they felt in control of their diaries and had a much better wellbeing ,” says O ’ Mahony . “ Also , they felt that they had a reasonable balance between work and their commitments outside . So it wasn ' t about a kind of a rigid number of hours people spent , the number of emails they sent - it was the sense of control that made the biggest difference .”
Inclusive workspace The sustainability materiality assessment , which was conducted in the second half of last year , identified that the “ human capital development ” topic is expected to gain momentum in the future despite being excluded from the list of most material topics , alongside “ biodiversity ” and “ water ”.
According to Silke Muenster , PMI ’ s Chief Diversity Officer , there are two steps in building and driving an exclusive culture in terms of human capital development .
“ Creating global employee resource groups , communities where people feel they have this psychologically safe environment for them to discuss their problems and raise concerns , is a very important element of our strategy going forward ,” says Muenster . “ The second one is leveraging talent diversity .”
“ Psychological safety is actually the basis to make a culture inclusive ,” says Muenster . “ You have to be careful when you measure inclusion that you cover the whole spectrum . You have these very individual elements about everybody being able to bring their uniqueness to work , but then you also have a more organisational area about collaboration and fairness , which you also need in order to create an inclusive environment .”
“PSYCHOLOGICAL SAFETY IS ACTUALLY THE BASIS TO MAKING A CULTURE INCLUSIVE ”
SILKE MUENSTER CHIEF DIVERSITY OFFICER , PHILLIP MORRIS sustainabilitymag . com 91