Diversity and Inclusion (D&I) is crucial to business operation and growth
The importance of multi-channel programs to recruit and engage global talents with diverse backgrounds
Envirosuite aims to accelerate gender target to 40% women by 30 June 2023
According to McKinsey’s “Diversity wins: How inclusion matters” Report, Diversity and Inclusion (D&I) matters more than ever, especially in the footsteps of the COVID-19 global pandemic.
“There is ample evidence that diverse and inclusive companies are more likely to make better, bolder decisions—a critical capability in the crisis.” - McKinsey & Company, 2020
The report also highlights the importance of empowering female in leadership, “Companies with more than 30 percent women executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn these companies were more likely to outperform those with even fewer women executives, or none at all.”
D&I matters to Envirosuite
Envirosuite is a very culturally diverse company with more than 250 Environauts (team members at Envirosuite) in 14 locations globally across APAC, Europe, North America and South America. Like many companies, this is a natural reflection of the company as it’s grown over the last three decades.
As the social dynamics around Diversity and Inclusion (D&I) continue to evolve, so will we as an organisation. Our D&I plan is vital to this endeavour as we recognise the wealth of experiences, celebrate diversity that strengthens us and in turn enriches the experience for our Environauts, customers and community.
A proactive approach to talent acquisition
Diversity for us constitutes people at relevant levels within Envirosuite including board, senior executive, management and otherwise with a diverse blend of skills, experiences, perspectives, styles and attributes gained from life’s journey, including on account of their culture, gender, age or otherwise.
We have partnered up with business management consultants and recruitment agencies to access a richer pool of talent with diverse backgrounds, experiences, and education amongst cultural and gender representation. Our recent internship program with Australiance, which was launched in both the Marketing and Noise Management teams, has been a valuable recruitment stream for entry level roles, providing opportunities for graduates with international professional backgrounds to gain paid experience and a pathway to joining the business.
Gender equality and female leadership
Meanwhile, we’re accelerating our gender target to 40% women by 30 June 2023. We want to achieve gender equality, empower women especially in tech and are working on ways to drive this including partnering with Vic ICT for Women, a professional organisation that aims to create pathways for women in tech leadership.
Vic ICT for Women is passionate about getting more women into tech and encouraging them to excel, keep exploring and expanding their potential – and so are we. One of the concerns raised when employment targets are implemented is that women will be appointed unfairly over more qualified male candidates. However, the intention of representative recruitment is to address decades of discrimination. Although change has been in motion for years, it’s up to companies like us to try to accelerate a fairer, more diverse, and inclusive place for everyone.
D&I wins when everyone is a champion for change
It is often women leaders that are champions of D&I change, however, at Envirosuite, we’re fortunate to have not only strong women in leadership and on our board, but a supportive and empowering team of male leaders within the company. Change happens when we collectively make an effort to drive towards the same outcomes, or as our values state, when we ‘move as one’.