64% of Italian HR managers said their company has included ESG metrics in the objectives of decision-makers. Yet the greatest opportunity offered by the emergency, i.e. rethinking investments by orienting them towards sustainability, such as pension portfolios, is an approach that only 5% of Italian companies are considering.
The picture emerges from the Global Talent Trends 2021 study just published by Mercer, which shows how HR managers have broadened their horizons by adopting a more holistic view of corporate responsibilities towards the community, going beyond classic assessment metrics.
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Empathy for stakeholders (particularly employees), which emerged during 2020, is an approach that is likely to remain
“Ethical companies,” commented Marco Morelli, managing director of Mercer Italy, “aim for sustainable objectives that flow into a multi-stakeholder approach. Tying Esg objectives to the company’s core value proposition and integrating these metrics into decision-makers’ scorecards are just two of the approaches we believe companies will need to pursue in 2021 if they want to be successful. Companies that integrate Esg factors into the ceo’s agenda are more likely to achieve high earnings growth.”
Empathy for stakeholders (particularly employees), which emerged during 2020, is an approach that is likely to remain. Two out of five companies globally indicate that inclusive and empathetic management has become even more critical to future resilience. In the knowledge that in the post-Covid world the future will not be the same for everyone, the step change will be the assumption of strategies aimed at greater personalization of benefits aimed at inclusion. Here Italy is still in its infancy because only 10% of companies in our country are adopting Dei analytics (diversity, equity, inclusion) for the analysis of the specific needs of their staff with the aim of promoting a more inclusive environment.
“If companies want to accelerate the transformation of work, seizing the opportunity that has emerged in the emerging period,” the study concludes, “they must act on a number of priority areas: developing a strategy on sustainability, establishing a clear framework of competencies, committing to diversity, equity and inclusion goals and outcomes, making flexible working a promise and a practice, and prioritizing health and well-being.
DISCLAIMER: This article was written by a third party contributor and does not reflect the opinion of Born2Invest, its management, staff or its associates. Please review our disclaimer for more information.
This article may include forward-looking statements. These forward-looking statements generally are identified by the words “believe,” “project,” “estimate,” “become,” “plan,” “will,” and similar expressions. These forward-looking statements involve known and unknown risks as well as uncertainties, including those discussed in the following cautionary statements and elsewhere in this article and on this site. Although the Company may believe that its expectations are based on reasonable assumptions, the actual results that the Company may achieve may differ materially from any forward-looking statements, which reflect the opinions of the management of the Company only as of the date hereof. Additionally, please make sure to read these important disclosures.
First published in ETicaNews, a third-party contributor translated and adapted the article from the original. In case of discrepancy, the original will prevail.
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