MESSAGES FROM US

Dear readers,

Is it possible to push boundaries, break barriers, and build a cleaner future? In this issue, we explore a wide range of topics from invisible barriers in the workplace to the visible impacts of the climate crisis, from the latest developments in the ESG world to the vital role of carbon sinks. Are you ready to think and act together on the path to a sustainable future?

Stay sustainable…

ÖZGÜN ÇINAR, CEO

ESG NEWS

  • Coffee prices have soared to a 50-year high, but producers in Honduras are concerned, The New York Times reports. Climate change is damaging their crops, while rising costs and a shortage of workers add to the challenges. Despite higher prices, farmers may earn less this year due to poor harvests. Some worry that the price increase could lead coffee drinkers to reduce consumption. Ultimately, farmers are left questioning if they can sustain production in the future. DETAIL
  • The European Commission will propose exemptions for “the vast majority” of companies covered by the European Union’s carbon border levy on the grounds that they produce only 1% of emissions in the scheme, a draft proposal showed. DETAIL
  • Changes in Earth’s orbit drive long-term glacial cycles, but a new forecast suggests this ancient pattern is being disrupted for tens of thousands of years due to human-induced global warming. DETAIL
  • Negotiators have concluded an extended session of the UN biodiversity conference, COP16, with commitments on how nations would contribute $200bn a year to protect the world’s biodiversity by 2030, according to the Associated Press. DETAIL
  • Layoffs by the Trump administration at the National Oceanic and Atmospheric Administration (NOAA) have reached the Geophysical Fluid Dynamics Laboratory (GFDL), a small but important institute that is responsible for climate models the world relies on. DETAIL
  • The Sustainability Standards Board of Japan (SSBJ) has officially launched its inaugural Sustainability Disclosure Standards (SSBJ Standards) to enhance corporate sustainability reporting in Japan. These standards mark a significant milestone in the country’s transition toward more transparent and internationally aligned ESG disclosures. DETAIL
  • The Rainforest Alliance is updating its Sustainable Agriculture Standard (Version 1.4) to simplify certification, reduce unnecessary requirements, and improve data accuracy. The new version, informed by farmer and company feedback, ensures a more user-friendly, effective approach while maintaining rigorous sustainability commitments. DETAIL
  • There was less sea ice covering the oceans in February of this year than at any other point on record. “One of the consequences of a warmer world is melting sea ice, and the record or near-record low sea ice cover at both poles has pushed global sea ice cover to an all-time minimum,” said Samantha Burgess at the European Centre for Medium-Range Weather Forecasts in a statement. DETAIL
  • Germany’s push for solar and wind power expansion to meet its climate goals and compensate for a drop in Russian fossil fuel imports has boosted its renewables sector. In fact, the share of jobs in the country related to the energy transition has more than doubled since 2019, but a shortage of skilled workers threatens a sector that has so far resisted the country’s recession, a study by the German Economic Institute (IW) for the Bertelsmann Foundation found. DETAIL

🍃 GREEN COLUMN🍃

Invisible Barriers: Is It Possible to Break the Glass Ceiling?

Imagine leading important projects in the company where you have worked for years, dedicating your nights and days, receiving additional training, and earning the praise of your superiors. Now, imagine that when promotion time comes, you wait eagerly, only to find out that it did not result in your favor. Sounds familiar, doesn’t it? At moments like these, we crash into an invisible ceiling. These glass ceilings, which we may not even be aware of, make their presence painfully clear when we hit them. They stop us, but at the same time, they remind us that we must push forward even more strongly.

The glass ceiling is not only present in promotions but also in recruitment, salary increases, and daily work processes. Women, despite having the same qualifications, are appointed to leadership positions less frequently, their ideas are more often ignored in meetings, and their potential is questioned due to family responsibilities. The number of women in executive seats is not increasing, and their voices are not heard enough in decision-making processes. Why? What is missing is fair policies, inclusive work environments, and an economic approach that supports equal opportunities.

The Economist’s 2025 Glass Ceiling Index reveals that women still face invisible barriers in the business world. In OECD countries, the labor force participation rate for women is 66.6%, while for men, it is 81%. The gender pay gap remains at 11.4%.

In 2025, Sweden once again topped the list as the best country for women to work in. Behind this success are comprehensive parental leave policies that support work-life balance, strong female representation in executive positions, and robust legal protections against workplace discrimination. In contrast, women in countries like Japan, Turkey, and South Korea continue to struggle against major obstacles. In South Korea, although some improvements have been made to increase women’s labor force participation, societal norms remain a significant barrier to progress. Meanwhile, Turkey has fallen to the bottom of the list due to systemic barriers in the workplace and inadequate legal protections for women. As a result, many talented women are unable to access the opportunities they deserve.

This barrier is not exclusive to women. The glass ceiling can hinder anyone striving to advance in their career. Factors such as age, gender, ethnicity, disability, or adopting a different work model can make it harder for individuals to reach the positions they deserve. For example, employees over the age of 50 have a 30% lower chance of being promoted compared to their younger colleagues. Similarly, migrant workers have significantly lower representation in managerial positions than their native counterparts.

So, how can these invisible barriers be broken? First and foremost, success must be measured based on objective criteria. Countries like Sweden and France have accelerated progress by implementing quotas for female representation on corporate boards. New Zealand ensures women remain in the workforce through flexible working hours and family-friendly policies. In Norway and Germany, paternity leave is encouraged so that women can continue their careers without interruption.

For companies, the solution is clear: transparent and fair promotion processes, inclusive recruitment policies, and flexible working models are among the most effective ways to break the glass ceiling. Many global companies are taking strategic steps to ensure greater representation of women and individuals from diverse backgrounds in leadership roles.

However, real change is only possible with a shift in societal mindset. Increasing the presence of women and disadvantaged groups in the workforce is not an act of charity; it is an economic necessity. Workplaces with greater diversity experience 35% higher innovation rates, while employee satisfaction and productivity levels are significantly higher. In countries where women participate more in the economy, per capita income rises substantially.

For millions of people, removing these barriers is not just about individual success—it is a matter of societal well-being. Breaking the glass ceiling should be a struggle for everyone, not just for women. Because creating a fairer, more equal, and more innovative world is only possible together.

DAMLA GÜNALP, SUSTAINABILITY ASSISTANT SPECIALIST

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