Learning Hub

Educating all stakeholders about ESG topics and outcomes

 Learning Suggestions

Executives / Partners Management Staff
Micro learning modules Learning modules Literacy and Awareness
Literacy Extended learning modules Understanding and application

Outcomes

Alignment Execute Review and upskill periodically
Alignment on ESG through the company Communicate and collaborate on ESG topics Ongoing improvement

 ESG Training and Literacy — Basic Awareness Module

Content

  1. ESG Process

  2. ESG Assessment Process

  3. ESG Report

  4. ESG learning topics

ESG Learning Topics

Environmental

  • GHG Emissions TCFD

  • Energy

Social

  • People

  • Health & Wellbeing

  • Community

Governance

  • Disclosures

  • Diversity

  • Psychosocial Risk

Parvate ESG Metrics Process

1

ESG Metrics

World Economic Forum
UN Sustainability Goals

2

ESG Discovery

Assess, Evaluate, Plan

3

Actions

Consultation
Modules
Report
Specialists
Events

4

ESG Metric Improvement

Business Performance Increase
Diversify Funding Options

Parvate ESG Process

• Disclosures• Metrics• Targets• Activities
 

Diversity, Equity, Inclusion (DEI)

Diversity refers to the mix of people in an organisation – that is, all the differences between people in how they identify in relation to their:

  • SOCIAL IDENTITY e.g., race, age, cultural background, disability status, gender, religious affiliation, sexual orientation, gender identity, and socio-economic background.

  • PROFESSIONAL IDENTITY e.g., profession, education, work experiences, organisational level, functional area, division/ department, and location.

Equity is concerned with justice and fairness of social policy.

  • The concept of social equity has been used since the 1960s in a variety of institutional contexts, including public administration and education.

Inclusion refers to getting the mix of people in an organisation to work together to improve performance and well-being. Inclusion in a workplace is achieved when a diversity of people (e.g., ages, cultural backgrounds, genders, perspectives) feel that they are:

  • RESPECTED, CONNECTED, PROGRESSING

  • A diverse board will contain a broader knowledge and awareness and thus, have a better chance of making informed and aware decisions.

  • Increases creativity, innovation, and different ways of thinking, leading to better performance and value