ESG attractiveness for employees
In the current context where companies are suffering from a labor shortage, retaining employees and attracting talent are real assets. This is especially true as more and more young graduates and current employees are calling on companies to transform themselves to address the climate emergency.
In fact, a company that does not put sustainability at the heart of its strategy (and therefore of its human resources policy) attracts little or no talent. This is all the more important for young graduates who are increasingly saying that they will refuse to join companies whose environmental, social or governance commitment is not sufficient.
Among current executives, this pitfall has been amplified by the Covid-19 crisis. For them, the search for meaning has become as important as compensation. The health crisis has also increased the desire to change careers. Guided by a quest for meaning in their professional activity, many executives have asked themselves about the possibility of a reconversion during the health crisis.
Thus, companies should not be interested in sustainability only for communication reasons (to convince potential recruits). They should take up the subject themselves, if only because the climate risks will weigh on their supply chains.
It is therefore important to have a clear ESG policy, to communicate it internally and externally, but above all to have consistency between the communicated will and the ESG strategy and KPIs.
The stratESGy framework is all about this. www.stratesgy.com/framework