Beyond the Metrics of ESG: Putting People Before Percentages
When people talk about ESG (Environmental, Social, Governance), the conversation often starts and ends with numbers. We hear a lot of terms such as carbon footprint, net zero, anticorruption and compliance. While the “E” and “G” categories often get technical attention, the “S” is frequently misunderstood, and it can sometimes be mistaken simply for sustainability.
Yes, sustainability is a part of the ESG concept. In reality, the “S” stands for Social, and it is the most human, culture-driven part of ESG. When it comes to numbers and the social category, we often track how many women are in leadership; how many diversity, equity and inclusion (DE&I) trainings were completed; and how many community service events we took participated in or sponsored. These metrics provide important insight, but they only tell a small part of the story.
In the security industry, most are familiar with the fact trust, safety and responsibility are core to our work. Even so, we must make the “S” in ESG go deeper. Social impact isn’t just about representation or hours logged (though it’s important!). It’s about how people feel when they come to work. It’s about whether they feel seen, heard and safe. It’s not just about compliance—it’s about culture.
Metrics Are Just Not Enough.
Numbers can measure presence easily, but can they measure belonging? No.
According to the Harvard Business Review, companies that focus solely on diversity metrics without investing in inclusive behaviors often fail to retain diverse talent. Psychological safety, defined as the belief that one can express ideas, take risks and even make mistakes without a fear of punishment or humiliation, is a key part of belonging. It has been identified as a top predictor of team success, yet psychological safety is an aspect of organizational life that is the least measured and can be very difficult to capture.
The reality is ESG hinges on trust. If people don’t feel safe addressing concerns or offering ideas, we miss the opportunity to create meaningful change not just in policy, but in practice.
Going Beyond the Survey
What does it look like to move beyond the metrics?
It starts with really listening—not just to those on your team, but to everyone. It’s not helpful to only listen to survey data. Listen to the quiet voices in the room. Who isn’t speaking up during meetings? Who is left out of activities? Who may feel like they don’t belong?
The security industry presents an opportunity to show us where the “S” in ESG matters most. Imagine if every security team had a safe space for idea-sharing or giving feedback. Imagine if DE&I was not just a training session, but something co-created with employees at all levels. Imagine if leaders were measured not only on outcomes, but also how they treat their people.
We already know this works. Through studies it is well known that psychologically safe teams are more innovative, committed and resilient.
Moving From Metrics to Meaning
There are three ways we can go beyond ESG checkboxes and make the “S” pillar more human:
- Listen Deeply and Often: Go beyond surveys. Facilitate listening sessions, anonymous forums and on-on-ones that prioritize curiosity and empathy over defensiveness.
- Measure What Matters: Start tracking inclusion in meetings, equity in promotion rates and patterns in feedback implementation. Numbers should reflect experience, not obscure it.
- Share the Stories: One story of an employee who felt seen and supported can be more powerful than a dozen data points. Storytelling brings metrics to life and inspires action.
A Call to Action
The “S” in ESG is not just a box to check—it is the heart of our organizations. As leaders in the security industry, we have a responsibility to make our workplaces not just diverse, but genuinely inclusive and equitable.
Let’s challenge ourselves to look beyond the metrics. Let’s ask: What is it actually like to work here? What can we do today to make it better?
Always keep in mind what gets measured can be managed, but what gets experienced is what we remember.
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