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Brazil is a country of contrasts – 130 years after the abolition of slavery, black people still face the challenge of inclusion and diversity. In a country where they are more than 50% of the population, it is necessary to develop diverse leadership that empowers and generates examples for the next generations. With the motto of valuing this diversity, Liliane Rocha, the founder of sustainability consultancy Kairós, launched the book Como ser um Líder Inclusivo (‘How to Be an Inclusive Leader’, available only in Portuguese).

During the Black Consciousness Month, Horyou blog interviewed the author about how companies can be more inclusive – a lesson to be learned in all countries.

(Portuguese version below – Versão em português abaixo)

Liliane Rocha teaching a Workshop about Diversity

What does Brazil need to become a more inclusive country?

First, a greater knowledge of the Brazilian about the history of Brazil, whose legacy and historical construction make us have the scenario that we have today. Remember that it is a country that has had 388 years of slavery and only 130 years of abolition. Women began voting in 1932 and were less than 20% of the workforce in the 1970s.

When do not know our history we cannot make a critical reading of the reality that surrounds us. In addition, legislation is an issue because the laws the country has are not enforced. For example, there is a 1991 legislation that says that companies with more than 1,000 employees must ensure that at least 5% of them are people with disabilities, but the 500 largest Brazilian companies don’t reach 3%. There is also a shortage of laws that drive a more inclusive culture in Brazil. Homophobia, for example, should be a crime. It would make a lot of difference in work environments where the LGBTQ + population face barriers to access and promotion.

And finally, it takes a lot of education and culture for diversity and inclusion.

A policy of quotas such as people with disabilities, for example, would be a good way to include more minorities in companies?

I do not use the word quotas much because people have a lot of ignorance and preconceived ideas about it. I prefer to use the word goals. I have worked with large companies for 14 years and every area has goals, be it sales, legal, finance. That is, we know where we are, where we want to go, how we want to get there and what the outcome indicator will be.

Why then when we speak only of diversity do we refuse to have goals? It is clear that diversity is a matter of human rights and social justice, but it has not made companies more diverse and inclusive. Therefore, I reinforce that it is important to have goals, process management, and moreover, to understand diversity as a competitive advantage.

One of the great challenges of inclusion is the professional development of minorities. How can we ensure leadership opportunities for social groups such as women and blacks?

I do not like the word minorities. Women are 52% of the population in Brazil, blacks 54%. We speak of diversity groups or minority groups, that is, they have been deprived of their basic rights throughout the history of humanity.

We have to understand that it is fair that companies represent the demography of society. People with disabilities are about 24% of the population. According to the Kinsey scale of the 50’s (in my opinion underestimated due to the historical and cultural context) homosexuals are about 10% of the population. Where are these people in the companies? In the most varied positions?

To guarantee opportunities for these groups, companies should focus on the work of diversity and inclusion in their hiring, retention, development and culture processes, preferably with the support of consultants and professionals trained in the subject.

Liliane has just launched her book: Como ser um líder inclusivo (How to Be an Inclusive Leader, available only in Portuguese)

What is an inclusive leader?

It’s the one who looks at his or her team, sees whether or not it represents the demography of the society, and decides what they want it to represent, because that’s a value. In addition, I like to signal 5 characteristics of an inclusive leader.

• Empathy – Inborn or learned ability to put yourself deeply and truthfully in the place of other people, taking into account their life history, their experience, their characteristics, in order to generate a psychological and emotional approach with the most varied people.

• Dialogue – Ability to generate connections based on active listening and understanding of the other, through a two-way interaction in which it seeks to build understandings, knowledge and actions based on the most varied perspectives.

Many people think that obviously we are always in dialogue, but it is not true, because this will depend on the posture and intention with which we interact with others.

• Respect for different opinions – The ability to respect the most varied opinions. Listen carefully and actively and build joint knowledge.• Consciousness of our biases – The capacity for self-knowledge, mainly to perceive “what we think”, “because we think” “as we think”. That is, the expansion of knowledge about how we make decisions, naturalized socially, but which are actually the result of a historical and social construction taught from generation to generation.

Also, decide that you will put those learnings into practice. After all, behavior change sometimes demands effort and commitment. And the leader is always an example to his team that tends to give much more importance to what he actually does in practice. That is, it is fundamental that the leader leads by example, by attitudes, by inclusive actions.

What inspires you to continue working with inclusion projects?

I believe in a better world for the next generations. Changes in culture, perception and society take time. But I firmly believe that in the near future, men and women, blacks and whites, people with and without disabilities, of all sexual orientations and gender identity, of the most varied ages and religions, and all the other infinite and indescribable ramifications of human diversity, will have a space in society that respects their differences and ensures equity.

Of course, a small part of that change I and the people working on this theme are building now. And in this sense for every person who makes a difference, we have already changed the world!

(versão em português)

Changemakers: Liliane Rocha, a empreendedora que luta pela diversidade

O Brasil é um país de contrastes – 130 anos depois da abolição da escravidão, a população de origem negra ainda enfrenta o desafio de inclusão e diversidade na sociedade. Em um país com mais de 50% de pessoas negras, é preciso desenvolver lideranças que empoderem essa população e gerem exemplos para as próximas gerações. É com o mote da valorização da diversidade que a empreendedora Liliane Rocha, fundadora da consultoria especializada em sustentabilidade Kairós, lançou o livro ‘Como ser um líder inclusivo’.

No mês da consciência negra, o Horyou blog entrevistou a autora sobre o desafio de incluir mais lideranças nas empresas brasileiras.

O que falta para que o Brasil seja um país mais inclusivo?

Primeiro, um maior conhecimento do brasileiro sobre a história do Brasil, que legado e construção histórica fazem com que tenhamos o cenário que temos hoje. Lembrando que estamos em um país que teve 388 anos de escravidão e somente 130 anos de abolição. Que as mulheres começaram a votar em 1932 e na década de 70 eram menos de 20% da PEA (População Economicamente Ativa).

Desconhecemos nossos dados, nossa história e não conseguimos fazer uma leitura critica da realidade que nos cerca.

Além disso, legislação é uma questão, tanto porque as que temos não são cumpridas. Por exemplo, há uma legislação de 1991 que diz que empresas com mais de mil funcionários devem ter 5% de pessoas com deficiência em seu quadro de funcionários, mas nas 500 maiores empresas brasileiras não chegamos a 3%. Também faltam leis que impulsionem uma cultura mais inclusiva no Brasil. Homofobia, por exemplo, deveria ser crime. Isso faria muita diferença em ambientes de trabalho nos quais a população LGBTI+ enfrenta barreiras de acesso e de promoção.

E por fim, é preciso muita educação e cultura para a diversidade e inclusão.

Uma politica de cotas como a de pessoas com deficiência, por exemplo, seria uma boa maneira de incluir mais minorias nas empresas?

Não uso muito a palavra cotas porque as pessoas têm muito desconhecimento e ideias preconcebidas sobre o assunto. Prefiro usar a palavra metas. Trabalho com grandes empresas há 14 anos e toda e qualquer área tem metas, seja área de vendas, jurídico, finanças. Ou seja, sabemos onde estamos, onde queremos chegar, como queremos chegar e qual será o indicador de resultado alcançado.

Porque então só quando falamos de diversidade nos recusamos a ter metas? É claro que diversidade é uma questão de direitos humanos e justiça social, mas só isso até hoje não tornou as empresas mais diversas e inclusivas. Por isso, eu reforço que é importante ter metas, gestão de processos, e além disso, entender diversidade como vantagem competitiva, caminho para uma sociedade e empresa mais perenes.

Um dos grandes desafios da inclusão é a ascensão profissional das minorias. Como conseguir garantir oportunidades de liderança para grupos sociais como mulheres e negros?

Não gosto da palavra minorias. Mulheres são 52% da população, negros 54%. Falamos de grupos de diversidade ou grupos minorizados, ou seja, que foram privados dos seus direitos básicos ao longo da história da humanidade.

Temos que entender que é justo que as empresas representem a demografia da sociedade, Pessoas com deficiência são cerca de 24% da população. Segundo a escala Kinsey da década de 50 (na minha opinião subestimada devido ao contexto histórico e cultural) homossexuais são cerca de 10% da população. Cadê essas pessoas dentro das empresas? Nos mais variados cargos?

Para garantir oportunidades a esses grupos, as empresas devem focar o trabalho de diversidade e inclusão em seus processos de captação, retenção, desenvolvimento e cultura, preferencialmente com o apoio de consultorias e profissionais capacitados no tema.

O que é um líder inclusivo?

É aquele que olha para a sua equipe, vê se ela representa ou não a demografia da sociedade brasileira, e decide que quer que represente, pois isso é um valor. Além disso, gosto de sinalizar 5 características de um líder inclusivo.

Empatia – Capacidade inata ou aprendida de se colocar de forma profunda e verdadeira no lugar das outras pessoas, levando em consideração sua história de vida, sua vivência, suas características, de forma a gerar uma aproximação psicológica e emocional com as mais variadas pessoas.

Diálogo – Capacidade de gerar conexões pautadas na escuta ativa e na compreensão do outro, por meio de uma interação de mão dupla na qual busca-se construir entendimentos, conhecimentos e ações pautados nas mais variadas perspectivas.

Muitas pessoas acham que obviamente estamos sempre dialogando, mas não é verdade, pois isso dependerá da postura e intenção com a qual interagimos com os outros.

Respeito a opiniões diferentes – A capacidade de respeitar as mais variadas opiniões. Escutar com atenção e ativamente e construir conhecimento conjunto.

Consciência dos nossos vieses – A capacidade de autoconhecimento, principalmente de perceber “o que pensamos”, “porque pensamos” “como pensamos”. Ou seja, a ampliação do conhecimento sobre como tomamos decisões, naturalizadas socialmente, mas que na verdade são fruto de uma construção histórica e social ensinadas de geração para geração.

Além disso, decidir que irá colocar esses aprendizados na prática. Afinal, mudança de comportamento às vezes demanda esforço e empenho. E o líder é sempre um exemplo para a sua equipe que tende a dar muito mais importância para o que ele de fato faz na pratica. Ou seja, é fundamental que o líder lidere pelo exemplo, pelas atitudes, pelas ações inclusivas.

O que te inspira a continuar trabalhando com projetos de inclusão?

Acredito em um mundo melhor para as próximas gerações. Hoje pouco acredito que verei o mundo pelo qual eu luto, ainda na minha geração. Mudanças de cultura, percepção e sociedade demandam tempo. Mas acredito piamente que no futuro próximo, homens e mulheres, negros e brancos, pessoas com e sem deficiência, de todas as orientações sexuais e identidade de gênero, das mais variadas idades e religiões, e todas as outras infinitas e indescritíveis ramificações da diversidade humana, terão um espaço na sociedade que respeite as suas diferenças e assegure equidade.

Claro, uma pequena parte dessa mudança eu e as pessoas que trabalham neste tema estamos construindo agora. E nesse sentido para cada pessoa que fizermos diferença, já mudamos o mundo!

A holistic nutritionist and plant-based chef, Sarah Britton is the creative force behind the award-winning food blog My New Roots. Featuring original recipes that taste great, look beautiful and boast incredible health benefits, she has become an influencer to reckon with and gathered more than 370k followers on Instagram. Horyou blog is happy to interview Sarah and share her inspiration with its community!

Sarah Britton

How did My New Roots begin?

My New Roots began as a way for me to share what I had learned about wellness and healing through my Holistic Nutrition education, as I discovered so many things that I believed needed to be public information, not just for those who can go to school to study in this field. I wanted to set up a non-biased space for people to come and learn about how to take better care of themselves through diet and lifestyle, as I have seen immense changes in myself since making little, positive changes every day. Over the years my vegetarian, whole food recipes have inadvertently created a community of readers who are passionate about cooking. There are so many people out there who are hungering for direction and guidance in preparing nutritious food, and it is gratifying to know that I can play a small role in that. As emails from readers flow in every day praising the results of the raw cocoa brownies or sweet potato hummus they made at home, I am called to the cutting board to create yet another dish to satisfy those who want to take charge of their health and reclaim their kitchens. Their inspiration becomes mine, and the cycle continues.

What was the catalyst that turned you into a healthy foodie?

I lived in an experimental city in the high desert of Arizona for a year. There I worked on the organic farm, growing food for the community. That was the first time I experienced living in tune with the earth to such a degree and it was like I woke up for the first time. I ate what we grew, and gave up processed foods, which changed everything. I finally understood what it meant to feel healthy, alive, and vibrant.

Sarah cooks plant-based recipes

What is your food philosophy?
With every bite of food we take, we vote for the kind of body and the kind of world we want to inhabit. There is no doubt in my mind that eating a whole food, plant-based diet benefits both ourselves and the planet, more than any other way of eating.

Why are you so passionate about vegetarian plant-based food?
Eating a plant-based diet has changed the way I feel so dramatically for the better – I have more energy, clarity of mind, and most importantly, connection to the earth. There is also a noticeable peace and calm that comes with eating this way. The body is strong and mind is at ease.

What is the link between healthy and sustainably produced food?

Sustainable food production practices are in line with the earth’s best interests. And what’s good for the planet is also good for us. Chemicals pesticides, herbicides, fungicides harm the delicate balance of life, and are inevitably passed to us through what we eat, and everyone loses. I almost always check where food comes from, not necessarily how or who grew it, but I choose organic, biodynamic whenever possible, and will often pass on things that have traveled a long way to get me. Of course growing your own, or getting your food from someone local is the best, but we don’t all have that luxury!

Changemakers is an Horyou initiative which aims to highlight remarkable people & projects related to the Sustainable Development Goals. In this article, we shed a light over #SDG2 – Zero Hunger.

 

Professor Steven MacGregor is a social innovator who has been teaching, researching and publishing about unorthodox topics such as personal sustainability and sustainable leadership. About a decade ago, he founded of The Leadership Academy of Barcelona of which he is the CEO, and for more than 15 years, he has been contending that companies should not only be money making machines. We are happy to feature Professor MacGregor as one of our Changemakers!

Part of the LAB team in Barcelona

When was the LAB founded?

The LAB was founded in 2007, when I was directing a research project on CSR and teaching on executive education programs at IESE Business School. The project was one of the first European funded efforts with a specific focus on CSR and innovation, while my teaching focused on the health and wellbeing of executives, which I viewed as personal sustainability. I felt my take on sustainability, as an aggregate of both these areas, was unique enough to take the plunge and start a company. The defining thought for me at the time was that sustainable companies couldn’t be built on people who weren’t sustainable themselves. Essentially, it’s about bringing a more human approach to business.

What does sustainable leadership stand for and why did The LAB start to develop projects and training in this area of expertise?

Most of what we’ve done in the past 10 years has been centered on the health, well-being and performance of people at work. We’ve had aspects including mindfulness, fitness, nutrition, and sleep coaching in our programs during that time. Of course, we need to manage and lead ourselves better before we can lead others. We train people to be inspiring, energetic and engaging leaders who get the best out of their people. I think that many have forgotten the simple fact that leadership is about others. Considering our basic human needs is an effective way of doing that.

Can you present some of societyLAB’s current projects?

Most of our engagements tend to come in the healthLAB and designLAB. Societal issues are integrated within these projects, for example in areas such as talent management, client experience and workspace design; but scaling up societyLAB is a big objective this year. Our idea is to focus on the area of societal wellbeing. One specific idea that we’re pursuing is using behaviour change tools to nudge peoples’ behaviour in areas such as alcohol consumption.

Steven MacGregor

What are your goals for 2018?

Using more sophisticated behaviour change tools is something we’ve been looking at for several years. These tools represent cutting-edge machine learning and algorithm development and will allow us greater insight into what works in the classroom and how we can better design our work and home environments to be happier and healthier. We make the case for wellbeing at work to be a more strategic concern. More generally, we simply want to keep having an impact on peoples’ lives.

Do you believe companies are now convinced that CSR can make both social impact and profits? How do you evaluate the current state of corporate involvement with environmental and social issues?

Most of the leading companies are now convinced yes, though they may not call it CSR. There is a deeper awareness of the contract that business has with society. How that manifests itself changes from company to company. In general, organizations are realizing the key role they play in peoples’ lives; and by engaging with them more closely – be they employees, customers or the wider community -, they know they will add value to the business in the long term and protect themselves (as much as possible) from the dangers of disruption.

Horyou is the social network for social good. What is the role of the internet and social media in influencing our companies to be more sustainable and socially conscious?

Transparency and talent. Companies can no longer get away with fancy words that are not matched by deeds. The younger generation is automatically attuned to social good in a way probably never seen before and they will hold enterprises accountable to a new way of doing business, if not directly, then certainly with how they choose to spend their talents. Even the biggest and brightest companies can no longer count on brand prestige or history to attract the best talent. People want to invest their time in something bigger than themselves.

Changemakers is an Horyou initiative which aims to highlight remarkable people & projects related to the Sustainable Development Goals. In this article, we shed a light over #SDG8 – Decent work and economic growth.

A year ago, Sophie Gray was a very successful fitness influencer – her Instagram account @wayofgray was a plethora of selfies, abs and workouts which inspired many in the pursuit of the perfect body. Yet, in spite of all the praise and hundreds of thousands of followers, she felt she was not being honest with herself in promoting the unreachable idea of perfection. After a nervous breakdown, she decided to explore a new path – one that leads to self-acceptance. Today, Sophie advocates self-acceptance and aims to foster women empowerment on social media. In this interview, she talks about her inspirations, plans for the future and the responsibility of being a role model for the next generations.

Sophie Gray

Why did you decide to advocate self-love and acceptance?

We live in a world where we are at war internally. We have become so disconnected from ourselves and I experienced this personally. For me, I decided to advocate self-love and acceptance because I didn’t have any other choice. I needed it in my own world, and through my inner work, it flowed over to my professional work through my channels.

Was there a moment when you felt you could do something different from other health and fitness influencers?

I had a panic attack on an airplane that had me step back and evaluate my personal life. From there, I connected with how I truly felt and realized I didn’t want to show up through my accounts in the ways that I had been. From there I decided to completely step away from fitness and have refocused on inspiring others to connect with themselves through introspection.

How important is it for you to empower girls and women?

I struggled with self-harm in my youth, and this was before social media really took off. I couldn’t imagine going through what I went through with the added pressures brought on by social media. I actually am establishing a nonprofit that works with youth in school creating space for them to show up and dive into their relationship with themselves.

I believe women have such an important role in our society. Often, we are the ones who raise the next generations and when we have a mother who is strong, confident and feels at home within herself, we are able to teach the younger generations to feel the same.

This isn’t to say all women are going to have children. And regardless of whether they are or not, they are, in some way, a role model to those growing up. I know for myself personally, I want my self-acceptance to inspire others that they’re deserving of their own acceptance.

Sophie now advocates for self-acceptance

Tell us about the self-love challenge – when and why did you come up with the idea and what does it consist of?

I hosted a challenge from Jan 1st to 5th 2018. It was about having my followers commit to coming home to themselves. There is a stillness that exists within all of us – this stillness, rooted in love, also exists within everyone. I want those who follow me to make 2018 the year they come home to themselves by diving through what they go through. This involves sitting with themselves, working through their experiences and feeling at peace with themselves. This challenge was a fun way to start the new year committing to coming home to yourself.

What are your goals for 2018?

In 2018, I am launching an app that will help men and women start conversations with themselves that will lead to greater self-awareness, emotional resilience and help develop a better love and appreciation for yourself and others. This will be launching in April.

I also plan to have my new name changed account, @sophiegray (formly @wayofgray), focus more on my passion for writing – while focusing on encouraging others to take time to turn within.

Changemakers is an Horyou initiative which aims to highlight remarkable people & projects related to the Sustainable Development Goals. In this article, we shed a light over #SDG5 / Gender Equality.


Back in the 1990s, environmental journalism was a brave choice – a relatively new, complicated topic that has only started to engage the global audience, while many broadcasters and newspapers were not yet convinced it was an issue of public interest. Despite all the odds, Mark Kinver decided to pursue the career, and never looked back. The environmental journalist has been working for BBC News for more than 17 years and is always inspired by trees, as much as by people and the mission to report the truth.

Horyou blog is happy to inaugurate the «Changemakers» interview series with Mark Kinver!

Kinver: «People do care about environment»

When and why did you start covering environmental issues?


I started reporting on environmental issues back in the late 1990s. I had always been interested in politics but I became a bit dismayed with the seemingly petty nature of disputes within political parties and within the mechanics of the party political process. I did not want to follow a career in an arena which left me feeling somewhat disenchanted. So I looked around for an issue/topic that I could focus on. The environment had always been a central part of my life. As a youngster, I either spent my time on moorland or beaches, and I loved trees (still do!). I have not looked back since then and have reported on environmental stories all over the world.


In the last few years, environmental issues have been gathering more global attention and making daily headlines. Are you optimistic about the public awareness of these topics?

Yes. People do care about environmental issues. Whether it is about the energy they use, the transport that takes them from A to B, the food they eat, or the plight of threatened species. What environmentally focused organisations and individuals need to remember is that people do care. However, they also care about keeping a roof over their heads and putting food on the table. It may not be the top priority for most people but it is still an issue. Give people facts and they will act. Give people emotion and they will become suspicious.


More often than not, environmental coverage touches on social issues. How to raise the public’s attention to the interconnectivity between the environment and society?

Avoid buzzwords and concepts like interconnectivity and interdependency etc. People just need to become aware of the relationship their have with the land around them. This will take time, and a big question is whether we have enough time left to make us all a sustainable species. I remain hopeful that we will forge a closer relationship with the planet and the means of how it sustains us.


Who inspires you in your work?

People on the front line. Farmers, scientists, business people, etc. They have to face real-world problems on a day-to-day basis, and they have to find the best solution they can. More and more of them are putting environmental considerations centre stage.

What will be your main focus in 2018?


Apart from trees (!) I think food security is going to be an issue we are going to hear more and more about. While there will be a focus on the food supply chains, we will also hear much more about nutrition security – in industrialised economies, experts are concerned that too much sugar and fat is being consumed. This concern will manifest itself in various guises, such as proposed economic instruments, public awareness campaigns and an increase in consumer awareness.

Social Good Summit cover

One part of technology, two parts of social innovation, mixed with a generous deal of good intentions and a pinch of thoughtful investments: voilà! We have a recipe for successful social entrepreneurship. Horyou blog is media partner of the Social Good Summit, an impact investment and social innovation event which took place in Geneva on the 6th of October, during which we followed the journey of real-life changemakers and now share their stories!

Organized by Impact Hub in conjunction with the United Nations Development Programme (UNDP), the one-day event was focused on promoting social entrepreneurship and impact investing for the achievement of the UN Sustainable Development Goals (SDGs). Dozens of entrepreneurs, investors, media and organizations shared success stories and inspiration to transform the world into a better place.

The Social Good Summit took place at Impact Hub office, in Geneva
The Social Good Summit took place at Impact Hub office, in Geneva

The opening speech was delivered by Sarah Bel and Maria Luisa Silva, from UNDP who called for the engagement of all actors to pursue the agenda of SDGs. The private sector and innovators are key participants on this social good path as “we will need an incredible amount of innovation in the next 15 years, and that’s exactly what the private sector does better”, said Maria Luisa. Karen Wilson, from the OECD, asked: “Why invest in social innovation? Because it makes good business sense – it is an innovative and increasingly accountable way to diversify portfolios”.

The Summit was then open to the real stories of young and brave finalists of Accelerate 2030, a social impact supporting program which received more than 177 applications from 10 countries. The 5 best projects were presented during the Social Good Summit. There were amazing stories such as Agruppa’s, a Colombian startup who has helped small food shop owners to buy 30% cheaper and be more competitive only by aggregating their demand in a mobile technology solution; or Ignitia’s, a tropical weather forecast company much more accurate and with a strong focus on small farmers from climate change vulnerable areas in Africa.

Agruppa was one of the Accelerate 2030 finalists
Agrippa was one of the Accelerate 2030 finalists
All the entrepreneurs gave a short pitch to the audience and then answered questions about their business models, challenges, potential grey areas and future developments. All of them were looking for investors and shared their prospective plans with a very engaged public.

Many of them face the challenge of maximizing their impact. “Good leadership, quick learning and simple business models are important drivers”, said John Ayliffee, CEO of Swiss Idea Box. Access to talent and to financing are also challenges, according to Krisztina Tora, from the UNLTD, especially in developing countries – difficulties like finding good back office professionals were mentioned by some entrepreneurs during the event. All of the speakers shared a vision for 2030: a world with equal opportunities for all social entrepreneurs, shared business models and markets. Deeper and broader positive impact on society.

Ignitia provides weather forecast for tropical regions
Ignitia provides weather forecast for tropical regions

Investors also had the opportunity to express their views on innovative ventures. Bertrand Gacon, from Lombard Obier bank, sees mainstream investors increasingly accepting the idea of impact investments – he believes entrepreneurs still have to work on liquidity mechanisms to be more attractive. Katherine Millinga, from Schwab Foundation, added that social enterprises should leverage technology, distribution and aggregation solutions to attract more investors.

Aymeric Jung, from Quadia, believes sustainable businesses are a matter of survival. “Impact investing is the new economy”, he said. Ivan Agabekov, from INOKS, explained impact is not a subcategory of investment – according to him, performance and impact should not be excluding.

The Social Good Summit ended with their visions of the future – a more impactful one, with more innovative and profitable social entrepreneurs and a true aim to turn the Sustainable Development Goals into reality. Being a strong supporter of the SDGs, Horyou shares their views and believes that the future lies in social innovation & social good. 2030, here we go!

Written by Vívian Soares

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