DECISION TREE 3 Impact Investing

1 Decide on not doing Harm to People

2 Decide on not doing Harm to Workers

3 Decide on Fair Treatment of Workers: Equality & Diversity

4 Decide on investing in Basic Needs & Impact Tech

5 Decide on investing in Scaling & Efficiency

All steps in one document on: https://www.slideshare.net/alcanne/decision-trees-for-inclusive-impact-investing

STEP 3: Decide on investing in Fair Treatment of Workers 'Inclusive' companies give their team equal opportunities. The most used terms are Equality & Diversity, referring to respect for Human Rights in the workplace & community.

The focus is on (not) discriminating based on e.g. age, disability, gender (identity), race, religion or belief, and sexual orientation. The themes are part of the 'do no harm' controversies universe shown before and select companies that promote inclusiveness.

E.g they define targets & monitor the progress on % of disabled employees, women managers, colored entrepreneurs ALSO in the supply chain etc.

For companies delivering consumer products marketing is an important tool to reflect their inclusiveness goals & values.

Check company data & ESG reporting by & on companies and specific issue benchmarks e.g.

There are numerous inclusive, E & D investment products & indices.

Ratesustainability.org Hub offers 650 ratings, rankings & indices.

HOW TO GUIDE

EQUALITY & DIVERSITY

Data on Equality & Diversity for workers & stakeholders is also integrated in Social (ESG) & Corporate Social Responsability (CSR) performance.

CSR Hub rates Employees the category includes disclosure of policies, programs, and performance in diversity, labor relations and labor rights, compensation, benefits, and employee training, health and safety.

The evaluation focuses on the quality of policies and programs, compliance with national laws and regulations, and proactive management initiatives.

The category includes evaluation of inclusive diversity policies, fair treatment of all employees, robust diversity (EEO-1) programs and training, disclosure of workforce diversity data, strong labor codes (addressing the core ILO standards), comprehensive benefits, demonstrated training and development opportunities, employee health and safety policies, basic and industry-specific safety training, demonstrated safety management systems, and a positive safety performance record.

The Diversity and Labor Rights subcategory covers workplace policies and practices covering fair and non-discriminatory treatment of employees, and its diversity policies. It covers a company’s labor-management relations and participation by employees, National Labor Relations Board (NLRB) violations or patterns of anti-union practice, conformance to internationally recognized worker rights, as defined in the basic conventions of the International Labor Organization (ILO). Fundamental labor rights include freedom of association and protection of the right to organize; right to bargain collectively; a minimum age for the employment of children; a prohibition against forced labor; lack of employment and occupational discrimination; and equal compensation. This subcategory measures a company’s ability to maintain diversity, provide equal opportunities regardless of gender, age, ethnicity, religion or sexual orientation, and promote work-life balance.

https://esg.csrhub.com/csrhub-data-schema?_ga=2.196460716.1884294451.1521804615-1954877018.1505293564

Equality & Diversity standards & data are part of the Global Reporting Initiative (405, effective July 2018). In the context of the GRI Standards, the social dimension of sustainability concerns an organization’s impacts on the social systems within which it operates.

GRI 405 addresses the topic of an organization’s approach to diversity and equal opportunity at work. When an organization actively promotes diversity and equality at work, it can generate significant benefits for both the organization and workers. For example, the organization can gain access to a larger and more diverse set of potential workers. These benefits also flow through to society in general, as greater equality promotes social stability and supports further economic development. These concepts are covered in key instruments of the International Labour Organization, the Organisation for Economic Co-operation and Development, and the United Nations: see the References section of this Standard.

The disclosures in this Standard can provide information about an organization’s impacts related to diversity and equality at work, and how it manages these impacts. Additional disclosures that relate to this topic can also be found in: GRI 404: Training and Education & GRI 406: Non-discrimination. GRI 400 = Social.

https://www.globalreporting.org/standards/gri-standards-download-center/gri-405-diversity-and-equal-opportunity/

The GRI reporting techniques are encouraged to rely on recognized frameworks such as GRI's Sustainability Reporting Guidelines, the United Nations Global Compact (UNGC), the UN Guiding Principles on Business and Human Rights, OECD Guidelines, International Organization for Standardization (ISO) 26000 and the International Labour Organization (ILO) Tripartite Declaration (European Union) Source: Wikipedia.

Equality & Diversity (E&D) is part of Social (ESG), Socially Responsible, Corporate Social Responsibility (CSR) themes and there are numerous (free) online tools, indices, rankings and ratings on companies performance.

RateSustainability is a research platform for the Materiality of Sustainability and has a HUB with over 650 indices ratings & rankings http://ratesustainability.org/hub/index.php/search

http://ratesustainability.org/core/hub/ratings-directory/

Example: Women on Boards 2020 (%)

https://www.2020wob.com/company-directory 4 categories:

WINNING 20%+ Women, VERY CLOSE 11–19% Women,

TOKEN 1 Woman & ZERO 0 Women

A subset of the 2020 Directory is the 2020 Gender Diversity Index (GDI) which is based on the 2010 Fortune 1000 list of companies. We track this group of companies from year to year, measuring the percentage of board seats held by women. Utilizing the same list from year to year allows us to more accurately measure progress.

Others less transparant: Barclays Women in Leadership Index, Bloomberg Financial Services Gender-Equality Index.

Other rankings: AARP Best Employers for Workers Over 50, Vigeo EIRIS Corporate Human Rights Benchmark etc. (100% transparant)

INTERNAL EMPLOYEES REVIEWS

Glassdoor.com: Company reviews and ratings. Get the whole story. Search ratings and reviews of over 600,000 companies worldwide. Get the inside scoop and find out what it's really like from people who've actually worked there.

Example: 10 Reviews of the Global Reporting Initiative, Amsterdam.

https://www.glassdoor.com/Reviews/Global-Reporting-Initiative-Reviews-E958881.htm