As society and work contexts are constantly evolving and with an increasing focus on diversity and vulnerabilities, it is essential to adapt the corporate structure and culture in order to make the work environment open to all resources. In fact, heterogeneity, accompanied by a process of inclusion, makes it possible to improve company performance and, consequently, financial performance. Not only attract talent, investors and consumers, but good D&I practices develop innovative and creative processes, improve the company’s internal culture, enhance brand equity and reputation.
Aligning corporate strategy with the UN Agenda 2030 for Sustainable Development can lead to a more inclusive, equitable and sustainable world.
But what is sustainability and in particular social sustainability?
Sustainability means
“Meeting the needs of the present generation without compromising those of the future generation”.
Therefore, it is a broad concept that does not only refer to commitment to the environment, but also includes the economic and social dimensions.
Social sustainability is one of the main pillars of sustainable development that aims to implement a set of actions to strengthen the concept of equity in society in concrete terms. Embarking on the process towards social sustainability therefore requires changes in legal, economic and even cultural frameworks on a global level. This process can also be achieved through the principle of ‘corporate ethics’, that is, a set of values and rules derived from a corporate culture, aimed to improve aspects such as working conditions, the promotion of equality and respect for rights.
Social sustainability comes in many ways and can be embraced by large and small entities. In practice, social sustainability means implementing and taking useful policies and actions to consolidate economic, socio-cultural rights, gender and race equity.
An example of a social sustainability tool can be the implementation of a code of conduct, a document to prevent discrimination and harassment that both employees and external stakeholders must comply with.
CSR (Corporate Social Responsibility) is a strategic tool for a more competitive, modern and socially cohesive society. CSR goes beyond compliance with legal requirements and identifies practices and behaviours of social sustainability that a company adopts on a voluntary basis, combining economic objectives with the social and environmental objectives of the reference territory, thus generating value for itself and for the context in which it operates.
Benefits resulting from the implementation of CSR include reducing risks and costs, facilitating access to credit and improving relations with stakeholders such as employees, suppliers, partners, customers, the community and local institutions.
Certifications for social sustainability include UNI ISO 30415:2021, UNI/PdR 125:2022 and SA8000:2014.
It is a regulatory framework that provides guidelines on Diversity and Inclusion (D&I), on the development of an inclusive workplace free of all forms of discrimination and prejudice. This framework is designed in order to be applicable to all types of companies, including public, private, governmental and non-governmental organisations (ONG).
It is a framework that provides guidelines on how to achieve a real change of paradigm where the principles of gender equality and respect for diversity are integrated into corporate goals.
It is a voluntary, world-leading standard for social certification of workplaces. It covers child labour, forced labour, worker health and safety, freedom of association, discrimination, disciplinary measures, working hours, wages, and the management system for effective implementation of compliance with the standard.
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