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EMPLOYERS GUILTY OF GREENWASHING?

Jonathan Shepherd-Stubbs • Nov 02, 2021


HALF OF EMPLOYERS ARE GUILTY OF GREENWASHING, REPORT STAFF

Posted by Monica Sharma | Nov 1, 2021 | HR Strategy News  

Half of employers are guilty of greenwashing, report staff. As COP26 is underway, a new report finds that close to half of employees feel dubious towards their companies’ environmental, social and governance policies.

Close to half of senior employees in the UK (43 per cent) believe that their company is guilty of greenwashing, according to a new report by Advanced.

Greenwashing is a term used to describe companies and businesses who falsely mislead their consumers to make them believe the company or services provided are sustainable when they are not.

The research also found that many employees are concerned that their bosses are prioritising increasing profit (47 per cent) over hitting environmental targets (37 per cent).

This data comes at a time where more countries and businesses alike are trying to implement more eco-friendly policies in order to meet wider environmental targets.

As mandated in the Climate Change Act 2008, the UK is tasked with reducing its carbon emissions by 80 per cent before 2050.

There is also a growing awareness among organisations that this can come with business benefits including building a solid reputation, having a positive impact on communities and giving them an edge against competition.

However, young people specifically were shown to be seeing through businesses’ claims about supporting the environment.

Over half (56 per cent) of 18-24 year olds say their company has been guilty of greenwashing while over four in five (83 per cent) say they understand their organisation’s carbon footprint.

The study indicates that it is young people who wish to align themselves with companies which are environmentally friendly and working towards positive change, claiming this should be a key priority for businesses looking to attract and retain this group.

However, overall, there is significant progress being made with almost half of businesses (47 per cent) educating staff and customers about the measures their organisation is taking to reduce their carbon footprint.

Additionally, a third (34 per cent) are downsizing their offices while a similar number (32 per cent) are purchasing carbon offsets such as planting trees.

Gordon Wilson, CEO at Advanced, stated:

Environmental issues matter to everyone, but the young have a vested interest and care about working for an organisation that wants to make a positive impact on the planet.

Having a solid policy with strategies to ensure it is delivered is essential for attracting employees – as well as customers and investors – and for helping build confidence from suppliers and other stakeholders.

It’s time for all businesses to get ahead of the curve on this issue, as the UK government can, and will, begin to stamp down on businesses that are found to be greenwashing.

*This research has been outlined in Advanced’s report “The Advanced Trends Survey Report 2021”. This was carried out online by Research Without Barriers – RWB – between 3rd September 2021 and 17th September 2021. The sample comprised 1,078 senior decision makers working in organisations in the UK with 100+ employees.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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