Seven steps: six along the Golden Circle, the seventh holds them together.
The numbers show the suggested order of work, not the blocks of the Employer Brand OS Canvas.
Which roles and skills are involved, which practices genuinely have to change.
Which values are put to the test when sustainability and results conflict. If no value is under pressure, it is not a choice yet.
Evidence of governance, system and experience: what makes the promise verifiable.
Expectations, training, recognition systems and escalation paths.
Safe storytelling, with respect for consent and confidentiality.
The promise comes before the communication: consistency first, then the story. Not a separate ESG chapter, but the same employment promise told in words that hold up against real experience.
ONE PROMISE GOING OUT% of managers trained on ESG topics, publishing rhythm of ambassador content
Internal perception and experience, consistency between the declared promise and actual practice
Appeal to ESG-conscious candidates, retention, external reputation
The promise runs ahead of the evidence. A commitment is communicated that the Proof Pack cannot support and that daily experience contradicts.
The evidence is there and nobody tells it. The commitment is real, but it never reaches the EVP, the candidates or the people inside.