workplace Archives - SustainCase - Sustainability Magazine Insights on how you can protect the environment, maintain and increase the value of your company, through a structured CSR/Sustainability process with the use of the GRI Standards. Learn how Today's Best-Run Companies are achieving Economic, Social, and Environmental Success - and How You Can Too... Thu, 23 Feb 2023 10:30:11 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 Case study: How Mediaset promotes employee welfare and well-being https://sustaincase.com/case-study-how-mediaset-promotes-employee-welfare-and-well-being/ Mon, 18 Nov 2019 08:42:42 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10198 Mediaset is Italy’s largest commercial broadcaster, with integrated television operations that include commercial TV broadcasting with three of the largest Italian generalist networks and an extensive portfolio of free and paid thematic channels. Mediaset seeks to look after its employees by guaranteeing a wide range of benefits, facilitating the best balance between work and private life, and providing a flexible workplace. This case study is based on the 2018 Sustainability Report by Mediaset published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability […]

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]]> Mediaset is Italy’s largest commercial broadcaster, with integrated television operations that include commercial TV broadcasting with three of the largest Italian generalist networks and an extensive portfolio of free and paid thematic channels. Mediaset seeks to look after its employees by guaranteeing a wide range of benefits, facilitating the best balance between work and private life, and providing a flexible workplace.

This case study is based on the 2018 Sustainability Report by Mediaset published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

All Mediaset Group companies have defined various corporate welfare systems, that always put people at the centre of the corporate system.  Tweet This! In order to promote employee welfare and well-being, Mediaset took action to:

  • promote work-life balance for employees
  • safeguard maternity and return to work after childbirth
  • offer employee benefits
  • promote workplace flexibility

What are the material issues the company has identified?

In its 2018 Sustainability Report Mediaset identified a range of material issues, such as economic performance, customer satisfaction, responsible management of suppliers, intellectual property protection. Among these, promoting employee welfare and well-being stands out as a key material issue for Mediaset.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Mediaset engages with:

Stakeholder Group
Investors, shareholders and financial community
Users and Customers
Employees
Suppliers, subcontractors
Artistic resources, business partners, Content suppliers
PA, government and control bodies
Trade unions
Sectoral organisations
University and research centres
Local Community
Media and opinion leaders

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Mediaset engaged with key stakeholders – advertising investors, service and content suppliers, TV agents, financial analysts and Group employees – through workshops and online surveys.

What actions were taken by Mediaset to promote employee welfare and well-being?

In its 2018 Sustainability Report Mediaset reports that it took the following actions for promoting employee welfare and well-being:

  • Promoting work-life balance for employees
  • For over ten years, Mediaset’s Mediacenter has been active at the Milan and Rome offices, aiming to facilitate a better balance between employees’ professional and personal life. Mediacenter is an area on company premises that includes a series of useful and concrete services for improving the quality of life of people working for the Group. With an area of 3,000 square metres, Mediacenter is considered one of the most useful and welcoming welfare stores in Italy. The services offered, managed by external operators selected for their specific experience in the areas of reference, concern people care and activities necessary for family management, including the following:
    • medical centre, which provides the medical services of specialists from the San Raffaele Hospital to employees, free of charge
    • fitness centre
    • mini market
    • laundry/tailoring repair services
    • bank
    • post office
    • bookshop
    • travel agency
    • parapharmacy
    • shopping area
    • catering (bar, sandwich bar and restaurant)
  • Safeguarding maternity and return to work after childbirth
  • Mediaset safeguards maternity and return to work after the birth of children thanks to an important corporate initiative, the Nursery, which, since 2004, can accommodate the children of employees up to 3 years of age. This solution allows parents to entrust their children to specialised educators at the workplace during working hours, avoiding the need to sacrifice time and money on the care and custody of their children.
  • Offering employee benefits
  • The benefits envisaged for Mediaset Group employees in Italy are, mainly, of a social security and welfare nature. For all employees, there is a supplementary health care plan, 24-hour injury insurance policy and the supplementary pension fund. Mediaset also guarantees integration of the statutory remuneration provided for maternity for all its employees. For senior managers, in addition to these benefits, life and permanent disability insurance due to illness, as well as company cars depending on the role held, are also envisaged.
  • Promoting workplace flexibility
  • Mediaset has always identified and implemented specific tools that facilitate the reconciliation of time dedicated to private and professional life, facilitating the equilibrium between demand and supply of flexibility in the workplace, in line with the needs and opportunities that characterise the television business. Accordingly, trade union organisations have established, in agreements, a variety in working hours that meets company and staff needs on a flexible basis. In particular, unless otherwise required for operational reasons by organisational units, most employees can start work between 9.00 and 10.30, while other personnel in production areas have a 7-hour rather than an 8-hour working day. Moreover, from an operational point of view, reductions in working hours are generally granted to personnel requesting this in all the areas of the company, in the presence of the technical and organisational conditions and where the job permits so. To date, 332 people in the Mediaset Group have benefited from a part-time contract, 85% of whom are women. Reductions in working hours are used to a large extent by female workers who, after returning from maternity leave, ask for a reorganisation of their working life, benefiting from a few hours more each day to dedicate to their private life.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standard addressed in this case is: Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Earnings, wages and benefits

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Mediaset, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Mediaset: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Mediaset promotes employee welfare and well-being appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Singtel promotes workplace diversity https://sustaincase.com/case-study-how-singtel-promotes-workplace-diversity/ Wed, 13 Nov 2019 17:20:10 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10194 Headquartered in Singapore, Singtel is Asia’s leading communications group, providing a diverse range of services including fixed, mobile, data, internet, TV, infocomms technology (ICT) and digital solutions. as well as an environment that values differences, to achieve better business results. This case study is based on the 2018 Sustainability Report by Singtel published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and […]

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]]> Headquartered in Singapore, Singtel is Asia’s leading communications group, providing a diverse range of services including fixed, mobile, data, internet, TV, infocomms technology (ICT) and digital solutions. Singtel believes in providing a diverse, inclusive and collaborative work culture  Tweet This! as well as an environment that values differences, to achieve better business results.

This case study is based on the 2018 Sustainability Report by Singtel published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

The Singtel Group employs over 25,000 people, with about 13,000 in Singapore and 9,000 in Australia. Providing a fair, performance-based, inclusive and diverse work culture that fosters innovative thinking to solve business challenges, is a top priority for Singtel. In order to promote workplace diversity Singtel took action to:

  • foster gender equality and diversity
  • promote a multigenerational workplace
  • employ persons with differing abilities

What are the material issues the company has identified?

In its 2018 Sustainability Report Singtel identified a range of material issues, such as customer data privacy and protection, anti-corruption, product and service quality, employee health and safety. Among these, promoting workplace diversity stands out as a key material issue for Singtel.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Singtel engages with:

Stakeholder Group                Method of engagement
Civil Society/SSOS/Not-for-Profit

 

 ·      Regular discussions with various Social Service Organisations (SSOs) to identify support needs and trends
Government and Regulators ·      Participation in consultation process

·      Business roundtables to provide input on policy aspects
Media ·      Regular interview sessions by Management
Customers ·      Monthly Singtel customer experience survey

·       Customer touchpoints
Industry Bodies ·      Presentations at industry seminars

·      Active membership in various industry bodies
Trade Unions

 

 ·      Regular Management Union dialogues

·      Management Union workshops and retreats
Employees ·      Quarterly staff briefing

·      Annual staff engagement survey
Investors ·      Annual General Meeting

·      Quarterly updates on financial results

·      Half-year investor roadshows by Top Management
Suppliers ·      Supplier Code of Conduct

·      Supplier surveys

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Singtel obtained direct inputs from both internal (management and staff) and external stakeholders, through a Group-wide stakeholder engagement exercise.

What actions were taken by Singtel to promote workplace diversity?

In its 2018 Sustainability Report Singtel reports that it took the following actions for promoting workplace diversity:

  • Fostering gender equality and diversity
  • Gender diversity remains a key area for Singtel, as it continues to focus on increasing the representation of women in senior leadership and key technical roles. Female employees account for 34% of Singtel’s workforce, with 35% in Singapore and 32% in Australia, and represent 26% of Singtel’s top and middle management positions.
  • Promoting a multigenerational workplace
  • Singtel values the experience, perspectives and wisdom that its silver talents bring to the company. During FY2018, more than 100 employees in Singapore attended Re-employment: Equipping and Developing Yourself (READY) and Rethink 50, Singtel’s two Silver Talent programmes aimed to help them cope with possible life changes and career transitions. READY is targeted at employees above the age of 58, while Rethink 50 is designed to help employees between 50 and 59 years old. Both programmes help participants to review their own financial circumstances and make more informed financial decisions, assess self-awareness and behavioural style and build relational skills with family and friends. In July 2017, the Tripartite Guidelines on Re-employment were revised from 65 to 67 years old. Singtel is fully supportive of this move, as it will further strengthen its silver talent workforce in Singapore.
  • Employing persons with differing abilities
  • Singtel values the inclusion of persons with differing abilities in the company, in line with its philosophy of building an inclusive workplace and society. In Singapore, Singtel continues to work closely with national agency SG Enable on training, internships and employment of persons with disabilities, who also form a critical talent pipeline with today’s labour crunch. During FY2018, Singtel supported its Institute of Higher Learning Internship Programme and took in two tertiary students with hearing impairment and one student with Autism Spectrum Disorder (ASD) who did their internship with its Consumer Operations and Finance units. As one of the founding members, Singtel also participates actively in the Singapore Business Network on DisAbility (SBNoD), set up in 2015. The SBNoD group of companies has been supporting SG Enable’s 12-week RISE Mentorship Programme, launched in 2017, for tertiary students with disabilities. Singtel fielded three top and seven middle management members as mentors for ten students with various forms of disabilities over three runs of this programme.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 404-2 Programs for upgrading employee skills and transition assistance programs

2) Disclosure 405-2 Ratio of basic salary and remuneration of women to men

 

Disclosure 404-2 Programs for upgrading employee skills and transition assistance programs corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Employee training and education

Disclosure 405-2 Ratio of basic salary and remuneration of women to men corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Singtel, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Singtel: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Singtel promotes workplace diversity appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How PortAventura World promotes workplace diversity https://sustaincase.com/case-study-how-portaventura-world-promotes-workplace-diversity/ Mon, 11 Nov 2019 07:22:12 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10181 PortAventura World – an entertainment resort in Catalonia, Spain – is among Europe’s leading holiday destinations. In 2018, PortAventura World attracted almost 5 million visitors, providing families and young people with unforgettable experiences, in a unique setting. Investing in its approximately 3,000 employees by offering them a great place to work, fostering equality and diversity, is a top priority for PortAventura World. This case study is based on the 2018 Corporate Responsibility Report by PortAventura World published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ […]

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]]> PortAventura World – an entertainment resort in Catalonia, Spain – is among Europe’s leading holiday destinations. In 2018, PortAventura World attracted almost 5 million visitors, providing families and young people with unforgettable experiences, in a unique setting. Investing in its approximately 3,000 employees by offering them a great place to work, fostering equality and diversity, is a top priority for PortAventura World.

This case study is based on the 2018 Corporate Responsibility Report by PortAventura World published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

PortAventura World seeks to promote equal opportunities in the recruitment and selection of employees  Tweet This!, making sure that people with functional diversity and at risk of social exclusion have a place at its workforce. In order to promote workplace diversity PortAventura World took action to:

  • implement a Code of Ethics and Professional Conduct
  • apply a specific procedure for selecting people with functional diversity
  • carry out awareness-raising activities
  • collaborate with different organisations

What are the material issues the company has identified?

In its 2018 Corporate Responsibility Report PortAventura World identified a range of material issues, such as economic performance, environmental criteria in facility design and construction, customer health and safety, effluents and waste, anti-corruption. Among these, promoting workplace diversity stands out as a key material issue for PortAventura World.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups PortAventura World engages with:

Stakeholder Group                Method of engagement
Shareholders

 

 

 ·      Board meetings

·      Management meetings

·      Corporate information published periodically
Customers

 

 ·      Corporate website

·      Customer service telephone number

·      Social networks

·      Satisfaction surveys

·      Complaints box

·      Guest Service

·      Site staff

·      Regular publications

·      Advertisements in the media
Employees

 

 

 ·      Internal communications

·      Intranet

·      Newsletter

·      SMS

·      Videos

·      Fortnightly internal magazine (Revista Acció)

·      Bulletin boards and posters

·      Leaflets and other printed materials

·      Letters

·      Personal and direct contact

·      Counter and post box for Employee Services

·      Suggestions and complaints forms

·      Employee contests and draws

·      Online platforms: PortAventura Guide and La Guía app, and E-Nómina (payroll)
Suppliers and contractors

 

 ·      Procurement managers

·      Supplier Portal

·      Dialogue with Suppliers day
Public administration and social environment

 

 ·      Fundació PortAventura website

·      Periodic publication of corporate information

·      Institutional involvement

·      Meetings with representatives of public institutions and social organisations

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics PortAventura World asked stakeholders – shareholders, customers (travel agencies and tour operators), employees, suppliers, representative entities from society and visitors – to complete an online survey.

What actions were taken by PortAventura World to promote workplace diversity?

In its 2018 Corporate Responsibility Report PortAventura World reports that it took the following actions for promoting workplace diversity:

  • Implementing a Code of Ethics and Professional Conduct
  • Both the Code of Ethics and Professional Conduct and a Workplace Harassment Protocol are tools used by PortAventura World to guarantee non-discrimination based on race, colour, gender, religion, age, political opinion, social origin, background and others. PortAventura World also has an equal opportunities plan for men and women and incorporates the gender perspective in psychosocial risk assessments.
  • Applying a specific procedure for selecting people with functional diversity
  • PortAventura World has a specific procedure for the selection of people with functional diversity and also has links with job centres and integration entities, to carry out the recruitment. The selection process is personalised, and consists of a skills and competences interview. There is also an on-boarding plan and specific initial training. Follow-up is conducted jointly with the partner centre and, if necessary, with the family, with the ultimate goal of establishing a common communication framework.
  • Carrying out awareness-raising activities
  • In 2018, PortAventura World carried out awareness-raising activities in order to inform and advise employees about the different recognised disabilities and the possibility of obtaining a disability certificate, with the advantages that it entails. PortAventura World also performed the management of the procedures for obtaining the disability certificate.
  • Collaborating with different organisations
  • PortAventura World collaborates annually with different organisations to foster integration of people with functional diversity. Inserta (Fundación Once), Incorpora (Fundación la Caixa), the Sant Rafael Special Education Centre and Down Tarragona, with whom PortAventura World has been collaborating since 2012, are some examples. As regards the insertion of people at risk of social exclusion, PortAventura World works with the ASJTET Tarragona Centre of Regional Programmes (Support for young people currently and formally in care and Directorate for child and adolescent care) and with Aula 15 of the City Council of Vila-seca. For young people in general, PortAventura World also collaborates with the Vila-seca, Salou and Mas Carandell employment boards.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 405-1 Diversity of governance bodies and employees

2) Disclosure 413-1 Operations with local community engagement, impact assessments, and development programs

 

Disclosure 405-1 Diversity of governance bodies and employees corresponds to:

Disclosure 413-1 Operations with local community engagement, impact assessments, and development programs does not correspond to any SDG.

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by PortAventura World, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to PortAventura World: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How PortAventura World promotes workplace diversity appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Kerry Properties builds an inclusive and respectful workplace https://sustaincase.com/case-study-how-kerry-properties-builds-an-inclusive-and-respectful-workplace/ Mon, 28 Oct 2019 16:08:35 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10151 Kerry Properties is a world-class property company with significant investments in Mainland China and Hong Kong, developing high-quality residential and mixed-use developments encompassing office towers, apartments, shopping malls and hotels in prime locations. To achieve this goal, a Workplace Quality Policy and other guidance documents provide clear guidelines and regulations on employees’ compensation and dismissal, recruitment and promotion, working hours, rest periods, equal opportunity, diversity, anti-discrimination and welfare. This case study is based on the 2018 Sustainability Report by Kerry Properties published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies […]

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]]> Kerry Properties is a world-class property company with significant investments in Mainland China and Hong Kong, developing high-quality residential and mixed-use developments encompassing office towers, apartments, shopping malls and hotels in prime locations. Kerry Properties seeks to create an inclusive, caring and fair workplace.  Tweet This! To achieve this goal, a Workplace Quality Policy and other guidance documents provide clear guidelines and regulations on employees’ compensation and dismissal, recruitment and promotion, working hours, rest periods, equal opportunity, diversity, anti-discrimination and welfare.

This case study is based on the 2018 Sustainability Report by Kerry Properties published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Kerry Properties endeavours to build an inclusive and respectful workplace, where fairness, equality and diversity are celebrated and every staff member enjoys equal opportunities. In order to build an inclusive and respectful workplace Kerry Properties took action to:

  • promote diversity and equal opportunity
  • enforce labour standards

What are the material issues the company has identified?

In its 2018 Sustainability Report Kerry Properties identified a range of material issues, such as customer information and privacy, prevention of bribery, extortion, fraud and money laundering, customer health and safety, fair and responsible marketing communication and information. Among these, building an inclusive and respectful workplace stands out as a key material issue for Kerry Properties.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Kerry Properties engages with:

Stakeholder Group                Method of engagement
Investors and Shareholders

 

 ·      Annual/Special General Meetings and Interim/Annual results announcements

·      Announcements and circulars

·      Annual and interim reports

·      Sustainability report

·      Company websites

·      Investor visits/briefings

·      Response to investor surveys and benchmarking exercises

·      Press and analysts’ conferences

·      Roadshows and investors’ conferences
Customers and Tenants

 

 

 ·      Customer satisfaction surveys

·      Customer service hotlines

·      Community events

·      Club and membership activities

·      Social media and company websites

·      Corporate magazines
Government and Industry Associations ·      Regular meetings

·      Public consultation

·      Conference, forums and seminars
Academia

 

 ·      Research studies

·      Student partnership programmes

·      Event venue sponsorships

·      Seminars
Media

 

 

 ·      Press conferences and releases

·      Media briefings

·      Feedback and response to enquiries
Non-governmental Organisation Partners

 

 

 ·      Focus groups

·      Partnership programmes

·      Award schemes and charters

·      Sponsorships and donations

·      Conferences and seminars
Employees

 

 ·      Orientation and training sessions

·      Team building activities

·      Recreational and volunteering activities

·      Lunch with senior management

·      Communication enhancement via latest information technologies

·      Employee Innovation Committee

·      Staff magazine “Art of Services”

·      Performance appraisal

·      Intranet and emails
Suppliers and Contractors

 

 ·      Surveys and meetings

·      Supplier enquiry hotline

·      Green Construction Site Award

·      Safety briefings

·      Tendering and procurement processes
Local Communities

 

 ·      Public/community events

·      Community initiatives

·      Employee volunteering activities

·      Company websites

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Kerry Properties engaged with both internal and external stakeholders through an interview, training, focus group discussions and surveys, receiving and analysing 824 valid questionnaires.

What actions were taken by Kerry Properties to build an inclusive and respectful workplace?

In its 2018 Sustainability Report Kerry Properties reports that it took the following actions for building an inclusive and respectful workplace:

  • Promoting diversity and equal opportunity
  • Kerry Properties does not tolerate discrimination on the grounds of sex, sexual orientation, pregnancy, marital status, age, disability, family status, ethnic origin, race or religious belief in all aspects of employment, training and career development and spells out its responsibilities, providing guidelines on equality, diversity and inclusion in the workplace in its Equal Opportunity Policy, Staff Handbook and Workplace Quality Policy. Additionally, Kerry Properties continues to improve diversity of the Board with the Board Diversity Policy and organises equality and diversity training for management staff from offices in Hong Kong and the Mainland. In the training sessions, staff are introduced to values of equality and diversity, and both international and local cases on issues such as LGBT (lesbian, gay, bisexual, transgender) and gender discrimination. Kerry Properties protects individuals from any form of discrimination and harassment in the workplace as stipulated in the Policy and Procedures for Handling Equal Opportunity, Discrimination and Sexual Harassment, and has also set up procedures and delegated responsible departmental personnel to guarantee a fair and timely investigation into any complaints. These policies, procedures and practices are reviewed on a regular basis to ensure their effectiveness.
  • Enforcing labour standards
  • As stipulated in its Workplace Quality Policy, Kerry Properties prohibits any form of child labour or forced labour, including bonded labour, indentured labour, slave labour or human trafficking. Relevant terms have also been incorporated into Kerry Properties’ Sustainable Procurement Policy Statement and the Vendor Code of Conduct, to make sure that its contractors and suppliers acknowledge its commitment. To prevent the hiring of underaged employees, Kerry Properties follows established procedures to scrutinise the personal data of the applicants. Guidelines regarding overtime work, allowances and compensation leave are provided in Kerry Properties’ employment-related policies. Regular reviews are carried out, to eliminate all forms of forced labour. To raise employees’ awareness of labour rights issues, a training session was conducted in 2018 for a group of management staff from offices in Hong Kong and Mainland China. The training highlighted recent observations around the world as well as international guidelines regarding the prevention of child labour and forced labour in business operations. Kerry Properties abides by the relevant laws and regulations in relation to employment and labour standards and, during the reporting period, there were no confirmed cases of non-compliance regarding compensation and dismissal, recruitment and promotion, working hours, rest periods, equal opportunity, diversity, anti-discrimination, and other benefits and welfare, as well as preventing child and forced labour.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 406-1 Incidents of discrimination and corrective actions taken

2) Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor

3) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

 

Disclosure 406-1 Incidents of discrimination and corrective actions taken corresponds to:

  • Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
  • Business theme: Non-discrimination
  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Non-discrimination
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Non-discrimination

Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Abolition of child labor
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Abolition of child labor

Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Elimination of forced or compulsory labor

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Kerry Properties, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Kerry Properties: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Kerry Properties builds an inclusive and respectful workplace appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Wharf creates an inclusive and positive working environment https://sustaincase.com/case-study-how-wharf-creates-an-inclusive-and-positive-working-environment/ Fri, 11 Oct 2019 06:42:52 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10121 Established in 1886, Wharf (Holdings) Limited is a respected real estate investment Hong Kong company primarily engaged in Hong Kong development properties, Mainland China development and investment properties, and hospitality management. This case study is based on the 2018 Sustainability Report by Wharf published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing. Abstract An inclusive and […]

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]]> Established in 1886, Wharf (Holdings) Limited is a respected real estate investment Hong Kong company primarily engaged in Hong Kong development properties, Mainland China development and investment properties, and hospitality management. Wharf is committed to promoting a rewarding, harmonious, healthy and safe working environment, seeking to be an employer of choice.  Tweet This!

This case study is based on the 2018 Sustainability Report by Wharf published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

An inclusive and positive workplace creates synergy among employees and promotes productivity at work. Wharf endeavours to create a respectful workplace and rewarding work experience for every employee, promoting work-life balance, health and safety, equal opportunities, and human rights for its people. In order to create an inclusive and positive working environment Wharf took action to:

  • promote regular two-way communication
  • improve employee wellbeing

What are the material issues the company has identified?

In its 2018 Sustainability Report Wharf identified a range of material issues, such as customer privacy, environmental compliance, marketing and labelling, socioeconomic compliance, training and education. Among these, creating an inclusive and positive working environment stands out as a key material issue for Wharf.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Wharf engages with:

Stakeholder Group                Method of engagement
Employees

 

 

 ·      Surveys and focus groups

·      Town hall meetings

·      Intranet and internal publications
Shareholders, investors and financial analysts ·      General meetings

·      Financial Reports, announcements and circular(s)

·      Corporate communications and company websites

·      Focus groups
Customers ·      Surveys and focus groups

·      Social media platforms

·      Service centres and hotlines
Government, regulatory bodies and industry associations ·      Regulatory taskforces and committees

·      Industry operational meetings

·      Forums and conferences
Media

 

 

 ·      Media briefings and luncheons

·      Executive interviews

·      Instant internet updates
Business partners (including suppliers, contractors and sub-contractors) ·      Tendering

·      Operational meetings

·      Contract and performance review

·      Focus groups
Local community

 

 ·      Community investment programmes

·      Company visits

·      Social media platforms
Non-governmental organisations (NGOs) ·      Programme partnership meetings

·      Regular programme review and assessment

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Wharf surveyed stakeholders online, to rank the materiality of various sustainability issues.

What actions were taken by Wharf to create an inclusive and positive working environment?

In its 2018 Sustainability Report Wharf reports that it took the following actions for creating an inclusive and positive working environment:

  • Promoting regular two-way communication
  • Wharf seeks to understand its employees through engagement activities and regular two-way communication. Communication channels include internal newsletters, staff surveys, luncheons, town hall meetings, and the company intranet. Additionally, Wharf’s staff grievances policy also helps to resolve labour issues in the workplace. Wharf records all grievances and corresponding actions, to refine its human resources management strategy.
  • Improving employee wellbeing
  • Wharf cares about its employees’ overall wellness, both physical and mental. Individual BUs (business units) offer complimentary pre-employment and regular health checks, counselling services, outpatient and hospitalisation coverage, special dental service rates and subsidised meals, along with nursery rooms to help balance employees’ work and personal life, enabling them to meet their family responsibilities. Wharf also arranges staff engagement events like recreational activities, outings, interest classes, and team-building events to help employees relax from work. In 2018, investment properties organised a series of thematic wellbeing activities around the theme of Happy Appreciation. Participants went through different appreciation journeys that included the following:
    • Better Me: Chinese Calligraphy is an art form with long history. Participants learnt to keep a calm mind to carefully decide, construct and write each stroke, which in turn strengthened their mind.
    • Thank Others: Wharf organised museum visits for employees to enjoy with their family members. Wharf ‘s employees could spend more quality time with their children, and nurture closer parent-child relations.
    • Admire Beauty: Wharf organised a ukulele class for its employees to learn this special musical instrument and open their ears to the beautiful music.
    • Honour Tradition: Chinese paper-cutting is a complicated traditional art, which requires patience and craftsmanship. Wharf arranged a learning class for its employees, to enhance their understanding of this tradition.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 402-1 Minimum notice periods regarding operational changes

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Earnings, wages and benefits

Disclosure 402-1 Minimum notice periods regarding operational changes corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor/management relations

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Wharf, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Wharf: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Wharf creates an inclusive and positive working environment appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Vodafone supports working parents https://sustaincase.com/case-study-how-vodafone-supports-working-parents/ Mon, 07 Oct 2019 12:42:05 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10086 Vodafone employs over 108,000 people and is one of the largest foreign investors in many of the countries in which it operates. Aspiring to become the world’s best employer for women by 2025, , confident that they can grow their careers while raising a family. This case study is based on the 2017 Sustainable Business Report by Vodafone published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on […]

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]]> Vodafone employs over 108,000 people and is one of the largest foreign investors in many of the countries in which it operates. Aspiring to become the world’s best employer for women by 2025, Vodafone seeks to make sure that working parents are encouraged and supported to return to work after the birth of a child  Tweet This!, confident that they can grow their careers while raising a family.

This case study is based on the 2017 Sustainable Business Report by Vodafone published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Research by KPMG shows that recruiting and training new employees to replace women who do not stay in the workforce after having a baby, could cost businesses worldwide up to US$47 billion every year. In order to support working parents Vodafone took action to:

  • introduce a global minimum maternity policy
  • implement flexible working policies
  • launch Vodafone Day Care

What are the material issues the company has identified?

In its 2017 Sustainable Business Report Vodafone identified a range of material issues, such as digital rights including privacy, data protection and security, socio-economic benefits arising from products and services, health and safety, corporate taxation and total economic contribution, energy consumption and greenhouse gas emissions. Among these, supporting working parents stands out as a key material issue for Vodafone.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Vodafone engages with:

Stakeholder Group
Consumer and enterprise customers
Shareholders
Employees
Suppliers and partners
Governments and regulators
Local communities
Non-governmental organisations (NGOs) and

civil society activists
Industry peers

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Vodafone engaged with peers, NGOs, civil society activists and sustainable business specialists, seeking their insights on the most material sustainability issues for both Vodafone and society as a whole.

What actions were taken by Vodafone to support working parents?

In its 2017 Sustainable Business Report Vodafone reports that it took the following actions for supporting working parents:

  • Introducing a global minimum maternity policy
  • In 2016, Vodafone became one of the first organisations in the world to introduce a global minimum maternity policy. The policy applies to employees at all levels in every country in which Vodafone operates, including countries with little or no paid statutory maternity leave. Over 4,000 of Vodafone’s female employees have gone on maternity leave during 2015-17 and all were eligible to benefit from the policy, which offers at least 16 weeks fully paid maternity leave, plus full pay for a 30-hour week for the first six months.
  • Implementing flexible working policies
  • Taking advantage of its remote working technologies, Vodafone applies flexible working, part-time working and homeworking policies across many of its local markets, designed to make it easier for women and men to balance family and work commitments. Individual local market flexible working practices include the following:
    • Vodafone Italy employees are encouraged to work from home for one day each week;
    • Vodafone Turkey employees benefit from flexible working hours and can choose earlier or later start or finish times, to help them balance work and personal commitments;
    • full-time employees of Vodafone India can take an unpaid sabbatical (from 90 days to more than one year) to look after children or family members or to develop skills and interests.
  • Launching Vodafone Day Care
  • Vodafone Egypt aims to be the most family-friendly employer in the country and introduces policies to help retain female employees after they have children. In collaboration with one of the top childcare providers in Egypt, it has launched Vodafone Day Care, to provide an on-site childcare facility at its head office offering convenient and high-quality childcare for employees with young children. Vodafone Egypt currently has 22% women in management and leadership roles, and is actively working towards the goal of 30% female representation by 2020.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standard addressed in this case is: Disclosure 401-3 Parental leave

Disclosure 401-3 Parental leave corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Vodafone, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) http://www.fbrh.co.uk/en/global-reporting-initiative-gri-g4-guidelines-download-page

3) https://g4.globalreporting.org/Pages/default.aspx

4) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Vodafone: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

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]]> Deloitte: Organisations should reinvent themselves around a human focus https://sustaincase.com/deloitte-organisations-should-reinvent-themselves-around-a-human-focus/ Wed, 17 Apr 2019 12:36:38 +0000 https://ccprowebs.com/new-sustaincase.com/?p=9370 According to Deloitte’s 219 Global Human Capital Trends survey, involving almost 1, respondents in 119 countries, an intensifying combination of economic, social, and political issues is, today, forcing organisations to reinvent themselves, with a human focus. As the trends and challenges leading to the rise of the social enterprise became, in 219, even more prominent, , beyond just practicing corporate social responsibility or engaging in social impact programmes. The social enterprise: creating value for stakeholders, not just shareholders A social enterprise is an organisation that focuses not only on revenue growth and profit-making, but also on the need to respect […]

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]]> According to Deloitte’s 219 Global Human Capital Trends survey, involving almost 1, respondents in 119 countries, an intensifying combination of economic, social, and political issues is, today, forcing organisations to reinvent themselves, with a human focus.

As the trends and challenges leading to the rise of the social enterprise became, in 219, even more prominent, CEOs and business leaders around the globe will have to lead the social enterprise  Tweet This!, beyond just practicing corporate social responsibility or engaging in social impact programmes.

The social enterprise: creating value for stakeholders, not just shareholders

A social enterprise is an organisation that focuses not only on revenue growth and profit-making, but also on the need to respect and support its environment and stakeholders, listening to the trends that shape today’s world. It is an organisation that accepts its responsibility to be a good citizen, serves as a role model for its peers, and promotes multilevel collaboration. Accordingly, leading a social enterprise means recognising that businesses must not just generate a profit and deliver a return to shareholders, but also improve the lives of workers, customers, and the communities in which they operate.

Why reinvent?

The Fourth Industrial Revolution is bringing disruption to the political, economic, and social fabric, impacting work, workers, and employers. Income inequality, wages, and the role of businesses in society, are under widespread debate globally. Deloitte’s 219 Global Human Capital Trends survey highlights key workplace trends and issues, including the following:

  • In 218, the United States experienced 2 major work stoppages involving 485, workers (the most since 27), while income inequality is growing in many developed economies, including the United States – where the bottom 9 percent of earners have only seen a 5% wage increase over the past 18 years.
  • Eighty-five percent of employees globally are not engaged or are actively disengaged from their jobs. They are working more hours, and problems of financial and mental stress seem to prevail. In the United States, over 4 percent of the workforce now works on a contingent basis.

Social enterprises perform better financially

Deloitte’s 219 Global Human Capital Trends survey revealed trends and facts that confirm the rising significance of the social enterprise:

  • When CEOs rated their most important measure of success in 219, the number-one issue they mentioned was “impact on society, including income inequality, diversity, and the environment,” showing the urgency of this issue.
  • According to 56% of the survey’s respondents, the social enterprise will become more important to organisations over time.
  • Survey respondents confirmed the social enterprise’s positive link to financial performance: 32% of more mature social enterprises (industry leaders) expected greater than 1% growth in 219, compared to 218.

Five human principles for the social enterprise

There are five key principles that frame the “human focus” for the social enterprise, against which any action or business decision affecting people can be measured:

  • Purpose and meaning: Giving organisations and individuals a sense of purpose at work, moving beyond profit and focusing on doing good things for individuals, customers and society.
  • Ethics and fairness: Using data, technology, and systems ethically and fairly.
  • Growth and passion: Designing jobs, work, and organisational missions to cultivate passion and a sense of personal growth.
  • Collaboration and personal relationships: Building and developing teams, focusing on personal relationships.
  • Transparency and openness: Sharing information openly, discussing challenges and mistakes.

78% of the world’s 25 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

FBRH GRI Standards Certified and ISEP approved Sustainability Course | Venue: London LSE

By registering for the next 2-day FBRH GRI-Standards Certified and ISEP approved Course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

References:

This article is based on published information by Deloitte. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the publication’s meaning. If you would like to quote these written sources from the original please revert to the following link:

https://www2.deloitte.com/insights/us/en/focus/human-capital-trends.html

The post Deloitte: Organisations should reinvent themselves around a human focus appeared first on SustainCase - Sustainability Magazine.

]]> Deloitte: Business leaders can win the loyalty of millennials by driving societal and economic change https://sustaincase.com/deloitte-business-leaders-can-win-the-loyalty-of-millennials-by-driving-societal-and-economic-change/ Wed, 09 Jan 2019 06:31:24 +0000 https://ccprowebs.com/new-sustaincase.com/?p=8715 According to the 2018 Deloitte Millennial Survey, millennials today are increasingly pessimistic about the prospects for positive social and political change, and are concerned about safety, social equality and environmental sustainability. The survey was conducted among 10,455 millennials across 36 countries and participants had college or university degrees, were employed full time and worked primarily in large, private-sector organisations. Most importantly, despite being disappointed by companies that prioritise profit over stakeholders’ concerns and the environment, . They believe that, compared to political or religious leaders, business leaders are better able to address and solve the world’s most pressing problems, including […]

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]]>

According to the 2018 Deloitte Millennial Survey, millennials today are increasingly pessimistic about the prospects for positive social and political change, and are concerned about safety, social equality and environmental sustainability. The survey was conducted among 10,455 millennials across 36 countries and participants had college or university degrees, were employed full time and worked primarily in large, private-sector organisations.

Most importantly, despite being disappointed by companies that prioritise profit over stakeholders’ concerns and the environment, millennials expect business leaders to drive societal and economic change  Tweet This!. They believe that, compared to political or religious leaders, business leaders are better able to address and solve the world’s most pressing problems, including climate change. Millennials are also attracted to corporations whose priorities align with their own and which provide them with the skills needed to deal successfully with the challenges of the Fourth Industrial Revolution.

Key findings of the 2018 Deloitte Millennial Survey include:

  • Workplace diversity and flexibility are key. In addition to good pay, millennials are attracted to corporations that foster an inclusive culture and are responsive to employees’ needs. They see diversity, especially in leadership teams, as a tool that improves both business and professional performance: 78% of millennials who said their top teams were diverse also stated that their organisations performed strongly in generating profits.
  • Companies and senior management teams aligned with millennials in terms of purpose – a majority of millennials believe that businesses “have no ambition beyond wanting to make money” –, culture and professional development, attract and retain the best young talent and strengthen their prospects for long-term success. Accordingly, to prosper over time, a company must not only deliver financial performance but also demonstrate, in no uncertain terms, how it makes a positive contribution to society.
  • Young workers expect business leaders around the globe to be proactive about making a positive impact on society and commit to preparing their organisations and employees for the changes brought about by the Fourth Industrial Revolution.

As the survey demonstrates, the timing is, today, ideal for responsible companies and business leaders to step up and take actions that benefit all of their stakeholders, the environment and society. By doing so, they will be responding to the rising expectations of millennials, prioritising and addressing the issues that matter to them and winning their loyalty.

 

 

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

This article is based on published information by Deloitte. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the publication’s meaning. If you would like to quote these written sources from the original please revert to the following link:

https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html

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]]> Case study: How Delta promotes employee health, safety and security https://sustaincase.com/case-study-how-delta-ensures-employee-health-safety-and-security/ Wed, 21 Mar 2018 09:25:09 +0000 https://ccprowebs.com/new-sustaincase.com/?p=5850 As a global aviation leader, with 180 million customers in the United States and around the globe and 335 destinations in 58 countries, employing 84,245 people, , through a range of safety and health policies, regulations and programs. This case study is based on the 2016 Corporate Responsibility Report by Delta published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and […]

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]]> As a global aviation leader, with 180 million customers in the United States and around the globe and 335 destinations in 58 countries, employing 84,245 people, Delta tries to provide a healthy and safe workplace for all employees  Tweet This!, through a range of safety and health policies, regulations and programs.

This case study is based on the 2016 Corporate Responsibility Report by Delta published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

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Abstract

Creating a proactive safety culture for all employees, through a number of procedures and initiatives intended to ensure a safe and healthy work environment, is a key priority for Delta. In order to promote employee health, safety and security Delta took action to:

  • improve safety at facilities through annual Safety Business Plans
  • increase employee awareness of health and safety through the National Safety Month
  • offer health benefits to employees
  • protect the health of traveling employees

What are the material issues the company has identified?

In its 2016 Corporate Responsibility Report Delta identified a range of material issues, such as environmental compliance, community support and engagement, carbon emissions/climate change, customer service, supply chain management, financial performance. Among these, promoting employee health, safety and security stands out as a key material issue for Delta.

Stakeholder engagement in accordance with the GRI Standards

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The organization should identify its stakeholders, and explain how it has responded to their reasonable expectations.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Delta engages with:   

Stakeholder Group                Method of engagement
Investors ·         Annual shareholder meetings

·         Annual report, quarterly earnings and proxy statement

·         External recognition, ratings and rankings

·         Investor Day
Customers ·         Customer Satisfaction Survey

·         Social media
Employees ·         Employee Satisfaction Survey

·         Employee Involvement Group (EIG)

·         TechOps EIG

·         Reservations Liaison for Information Networking and Communication (ResLINC)

·         Airport Customer Service and Cargo Frontline Involvement Team (FIT)

·         Velvet-360 Tour

·         Town Hall Program

·         Delta Board Council
Suppliers

 

 ·         Supplier ESG Assessment

·         Supplier Diversity (MBE, WBE and SBE) engagement
Governments ·         Collaborative partnerships with governments and NGOs around the world
Nongovernmental organizations ·         Industry associations

·         External recognition, ratings and rankings
Communities ·         Delta Air Lines Foundation

·         Social media

How stakeholder engagement was made to identify material issues

To identify and prioritize material issues Delta distributed a questionnaire focused on environmental, social and governance (ESG) issues to stakeholder groups that included customers, employees, investors, governments, suppliers, nongovernmental organizations and communities.

What actions were taken by Delta to promote employee health, safety and security?

In its 2016 Corporate Responsibility Report Delta reports that it took the following actions for promoting employee health, safety and security:

  • Improving safety at facilities through annual Safety Business Plans
  • Every Delta facility prepares an Annual Safety Business Plan, to ensure prevention of incidents and regulatory compliance. Moreover, Safety Business Plans describe how to plan, organize, communicate, apply, measure and enforce workplace safety procedures. In addition, Safety Business Plans include elements such as a hazard prevention and control plan, an overview of involvement by employees and a health and safety training plan.
  • Increasing employee awareness of health and safety through the National Safety Month
  • Each June, Delta celebrates the National Safety Month. During the National Safety Month, Delta provides employees with health and safety information regarding specific areas of focus, and health and safety fairs take place at Delta’s facilities.
  • Offering health benefits to employees
  • Delta employees are provided with a range of health benefits through various programs and initiatives. These benefits include:
    • dental, vision and flexible spending account benefits for eligible employees
    • 100% coverage for preventive care services through the Delta Account-Based Healthcare Plan
    • support with healthcare questions and needs through the Delta Health Direct program
    • confidential counseling, evaluation and referral service support for employees and their eligible family members through Delta’s Employee Assistance Program
    • a minimum six weeks of 100% pay maternity leave, for all U.S.-based expectant mothers
    • rewards dollars for completing specific health actions (such as not using tobacco products), that help U.S. employees and their spouses or same-sex domestic partners achieve health goals, through Delta Health Rewards (a voluntary, incentive-based wellness program)
  • Protecting the health of traveling employees
  • To protect the health of employees on business travel Delta:
    • makes sure they are offered travel health consultation and company-paid vaccine coverage, anti-malaria medication and insect repellent
    • implements a new WHO International Health Regulation relating to lifetime yellow fever vaccination status
    • provides medical support to employees who become ill or injured while traveling internationally on company business

Which GRI indicators/Standards have been addressed?

The GRI indicators/Standards addressed in this case are:

1) G4-LA2: Benefits provided to full-time employees that are not provided to temporary or part-time employees, by significant locations of operation – the updated GRI Standard is: Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) G4-LA6: Type of injury and rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities, by region and by gender – the updated GRI Standard is: Disclosure 403-2 Types of injury and rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities

3) G4-LA8: Health and safety topics covered in formal agreements with trade unions – the updated GRI Standard is: Disclosure 403-4 Health and safety topics covered in formal agreements with trade unions

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by Delta, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) http://www.fbrh.co.uk/en/global-reporting-initiative-gri-g4-guidelines-download-page

3) https://g4.globalreporting.org/Pages/default.aspx

4) https://www.globalreporting.org/standards/gri-standards-download-center/

 

Note to Delta: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

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]]> Case study: How SIX creates a work environment that provides opportunities for all employees, empowering them to give their best https://sustaincase.com/case-study-how-six-creates-a-work-environment-that-provides-opportunities-for-all-employees-empowering-them-to-give-their-best/ Thu, 23 Nov 2017 06:35:13 +0000 https://ccprowebs.com/new-sustaincase.com/?p=5500   As a leading global provider of financial technology and services, Accordingly, SIX tries to be a responsible employer, providing all employees with an attractive work environment that supports them in giving their best. This case study is based on the 2016 Corporate Responsibility Report by SIX published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate that CSR/ sustainability reporting done responsibly is achieved by identifying a company’s most important impacts on the environment and stakeholders and by measuring, managing and changing.  Abstract Developing, educating and training […]

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As a leading global provider of financial technology and services, SIX relies on skilled, committed employees to successfully deal with current and future challenges.  Tweet This! Accordingly, SIX tries to be a responsible employer, providing all employees with an attractive work environment that supports them in giving their best.

This case study is based on the 2016 Corporate Responsibility Report by SIX published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate that CSR/ sustainability reporting done responsibly is achieved by identifying a company’s most important impacts on the environment and stakeholders and by measuring, managing and changing. 

Layout 1

Abstract

Developing, educating and training employees, in addition to retaining and recruiting highly qualified professionals, not least through an attractive work environment, is a key priority for SIX. In order to create a work environment that provides opportunities for all employees, empowering them to give their best, SIX took action to:

  • provide training and education
  • attract highly qualified professionals
  • create an attractive workplace

What are the material issues the company has identified?

In its 2016 Corporate Responsibility Report SIX identified a range of material issues, such as client satisfaction, ensuring personal integrity and non-discrimination of employees, contributing to the stability and attractiveness of the financial center, forward-looking services. Among these, creating a work environment that provides opportunities for all employees, empowering them to give their best, stands out as a key material issue for SIX.

Stakeholder engagement in accordance with the GRI Standards

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The organization should identify its stakeholders, and explain how it has responded to their reasonable expectations.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups SIX engages with:   

Stakeholder Group                Method of engagement
Owners ·         Continuous dialogue
Politicians ·         Continuous and active relationship management
Suppliers ·         Project-related discussions
Industry associations

 

 ·         Active cooperation in working groups

·         Management of membership
Regulatory and supervisory authorities ·         Regular reporting

·         Cooperation in working groups and consultations/hearings
Academia ·         Project-related dialogue
Employees ·         Biannual employee survey
Customers ·         Annual customer satisfaction survey

·         Dialogue about top account management

How stakeholder engagement was made to identify material issues

In 2016, to identify material aspects, SIX carried out an employee and client satisfaction survey, in addition to dialogue with representatives from a number of stakeholder groups.

What actions were taken by SIX to create a work environment that provides opportunities for all employees, empowering them to give their best?

In its 2016 Corporate Responsibility Report SIX reports that it took the following actions for creating a work environment that provides opportunities for all employees, empowering them to give their best:

  • Providing training and education
  • During 2016, 1,974 SIX employees (approximately half of all staff) were offered further education and training at the SIX Group Academy, also enjoying opportunities for e-learning and external learning and training. SIX employees can also participate in the company’s three programs for promoting talented staff: the Junior, the Senior and the Executive Development Pro­gram.
  • Attracting highly qualified professionals
  • SIX organizes an annual Hackathon, intended to offer young IT specialists an opportunity to come into contact with the company in a professional, and at the same time informal, environment. During the event innovative solutions to challenging tasks are developed, and SIX gains immediate access to a pool of talented young professionals.
  • Creating an attractive workplace
  • To provide an attractive work environment for all employees SIX makes sure:
    • workplaces are easily accessible by public transport
    • flexible working times are offered, on the basis of an annual working time model
    • employees are able to work from home
    • attractive employment conditions are provided, including a family allowance, contributions for using public transport to and from work, childcare, fitness memberships

Which GRI indicators/Standards have been addressed?

The GRI indicators/Standards addressed in this case are:

1) G4-LA1: Total number and rates of new employee hires and employee turnover by age group, gender and region – the updated GRI Standard is: Disclosure 401-1 New employee hires and employee turnover

2) G4-LA9: Average hours of training per year per employee by gender, and by employee category – the updated GRI Standard is: Disclosure 404-1 Average hours of training per year per employee

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.

 

References:

1) This case study is based on published information by SIX, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) http://www.fbrh.co.uk/en/global-reporting-initiative-gri-g4-guidelines-download-page

3) https://g4.globalreporting.org/Pages/default.aspx

4) https://www.globalreporting.org/standards/gri-standards-download-center/

 

Note to SIX: With each case study we send out an email to your listed address in request for a comment on this case study. If you have not received such an email please contact us.

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