What does it take for a climate change company to educate, participate, and encourage hundreds of thousands of employees around the world? Deloit, an international consultant, wants to know. This month, he started to train all 330,000 staff on the subject.
Three hundred and thirty thousand workers. Four points.
The goal is to “encourage and motivate people to be aware of the effects of climate change, and to make responsible choices at home and at work and to contribute to climate change,” the company said. Our customers. “
He seemed brave, courageous and really amazing, so I thought I would watch him. I wanted to learn more about the program – who created it, what it covers, how it operates, and how Deloit hopes to be.
I said, ‘We have to raise this as we have morality and freedom in Deloitte.’
Deloitte is not the only company that is stepping up its efforts to engage workers on sustainable and climate issues. Labor education on these topics is part of growing corporate training and participation programs. In the past, most of these initiatives have been reduced to the third week of April each year on Earth Day. Annual efforts are being made by companies to attract and retain a growing talent.
A few topical examples
- Steel Base, the office furniture company, produced a short, animated whiteboard video, narrated by CEO Jim Ken, focusing on his recently announced carbon reduction strategy.
- Floor Company HMTX Industries has partnered with the International Living Institute of Future to conduct a three-part WebNar series for its employees.
- Facebook has recruited about 5,000 international employees, including employee-led green teams, sustainable product hijacking, and Al Gore’s climate reality management training.
- Commercial Real Estate Services JLL has developed a four-part video series on Sustainability in Commercial Real Estate, as well as action-oriented modules for various company roles.
- HSBC offers in-house “University” with over 15 courses on Climate Change, ESG and Energy Transfer.
- Genetek hosts an on-site Climate Action website for personalized toolkit.
But as far as I know, no other company in the world works to educate one-third of the millions of workers on climate change.
The module was developed by Deloitte World Climate Initiative to promote the company’s net zero-zero commitment by 2030 and to encourage Deloitte employees to become “pre-climate action advocates,” according to the company’s statement. Catherine Alsegaf, who heads Deloit’s Internal Sustainability Team, began her presentation at the organization’s Global Influence Council, which is led by Punnit Renge, General Manager of the organization.
“We have to raise this as we have morality and freedom in Deloitte,” I told her. The council agreed.
Developed with WWF support, the Outreach Program, which will be distributed over the next six months, includes a digital learning module that already takes videos, interactive data views and certificates from Deloitte staff. It is complemented by a dynamic global learning platform in a variety of media to promote climate awareness.
Screenshots from the Deloitte Course Climate Knowledge Unit. Courtesy Deloit.
According to the company’s approach, the module has four parts
- Part 1 Climate change is an important issue for our time and the need to take action now.
- Part 2 discusses how we can respond to a common need.
- Part 3 focuses on the role we all need to play and how we are uniquely positioned to create a new future.
- Part 4 takes on a shared responsibility to protect our planet, our home.
Finally, employees are encouraged to make a commitment and may choose to receive a follow-up email reminder. “I wanted people to feel that they could be agents of change,” Alsegaf said. The entire program in eight languages takes about 45 minutes.
Forty-five minutes? In this complex and crucial topic, I wondered how much less time it would take to cook dinner – and perhaps less time than it could have eaten, including both problems and solutions.
“We put it in the context of other teachings, such as freedom or morality,” Alsefa said. The program was originally intended to last only 30 minutes, but there was enough content to extend it. And it can take up to 60 minutes if you click on each option on each page.
“This is just the beginning,” said Sarah Mestawot, WWF’s vice president of private sector participation who led the organization’s support for Deloitte Education. She pointed out that the training module provides alternative educational information “so that employees can go deeper, and that information is structured in a way that is relevant to their work.”
Glass and her team brought in earlier to help ensure that the content of the module was scientifically sound. To tap into the content and review the training, he tapped various programs from around the world – climate, food and ag, plastic waste and other experts.
It is creative, dynamic, interactive, memorable. Stuck with you.
A.D. Before reaching the WWF in 2019, he said, “I have a lot to do with this training.” A.D. Mandatory. “
“It’s creative, it’s dynamic, it’s interactive, it’s memorable. Stuck with you. So, of course, I have to be over 45 minutes, but for me, it’s the right place to start.
Like many successful sustainability programs, this one was raised to unite the head and the heart. “We know there is a logical side to all of these arguments, but there is also an emotional side,” Alsegaf said. For example, the module depicts a poem by Jael Binyamin, one of the organization’s top consultants, a talented speaker. There is also a solid viewing area with bold graphics and similar fonts.
One and done?
One of the dangers of such self-directed e-learning programs is that, even when instructed by employers, they must be a check-in activity for many employees;
But that is the old adage in today’s world of workers and tomorrow’s companies. In Deloitte, for example, 80 percent of the international workforce, Millennium or Jane Z, are two forces that seem ready, willing, and able to vote when it comes to the companies they work for.
WWF’s Glass Deloitte’s efforts on these topics will determine how long an employee will have to complete his or her studies.
“One of my favorites is the way in which climate change has affected workers and leaders. They have identified those people as contacts and resources in the various pillars of their business. And so the training really shows, ‘Here’s how to integrate this – it’s not an independent thing. And there are real people who do this work, and you can integrate the extra resources into your work beyond training. ‘”
Still, according to Glass, the Deloitte climate education module, although power-hungry, has room for growth. “We want to see Deloitte and their staff continue on this journey. I believe we need new and additional obligations that take into account climate and nature, depending on how much they support each other. We must continue to meet not only the obligations of Deloitte and all our corporate partners, but also the desire to do more.
Meanwhile, Katherine Alsegaf has responded to the enthusiasm so far. By contacting people with more companies and more ideas on my receipts, I was surprised by the emails, or ‘Can I share this with my family?’ So that was fun. “
A Little Victory – Alsegaf is part of a team reporting to Deloitte International Deputy CEO Michel Parmele. She “took the training and is now committed to fertilizer.”
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