With COP26 descending on Glasgow this week our attention turns to world leaders to explain how they intend to address the ever—growing concerns around the impact that the human race has had on our planet.
On 3rd November 2021 Rishi Sunak described a policy which will see most large UK firms and financial institutions instructed to put together a detailed plan (by 2023) which sets out how they intend to reach the UK’s net-zero emission target by 2050. A notable concern for many will be whether or not businesses take these matters seriously or if they simply pay lip-service to satisfy their legal obligations. While the latter may be possible, it is likely to put businesses who do so at a substantial disadvantage.
A lack of genuine engagement or awareness in terms of the environmental impact of a business may not only be an ethical/ moral wrong but with the issues around climate change being at the forefront of the mind of many, businesses who do not properly outline their ethos in this regard may find themselves left behind by candidates or customers in favour of more environmentally conscious firms. Indeed, according to research conducted by TotalJobs in October 2019 over a quarter of employees surveyed would be willing to take a reduction in pay to work for an organisation which prioritised protecting the environment. Further, 28% of respondents said that would quit their current job to work for a more environmentally conscious employer. In my view, it would not be a stretch to suggest that if a similar survey was conducted now, we would see even higher numbers given the ever-increasing prominence of environmental issues. With many industries struggling to recruit at the moment, aligning with a candidates moral beliefs may well swing them in a specific employer’s favour.
While some companies may focus large amounts of their resources on marketing their environmentally conscious efforts this is not an avenue open to all given the financial constraints that some businesses may face given the last year or so. That notwithstanding, a good starting point is to have a clear environmental policy in place which can be shared with employees. This may detail things such as maintaining an environmental risk register, committing to using suppliers who are environmentally conscious and detailed waste management procedures to name a few. Even if this information is not necessarily a focal point of a company’s marketing, it should at the very least be shared with employees in the company handbook.
Further steps which employers may want to consider in relation to an environmental policy include:
- Considering flexible working to allow employees more time or flexibility to walk or cycle to work;
- Consider office energy usage and steps such as insulation, draught proofing and temperature control;
- Reduction in use of resources such as paper;
- Motion sense lighting or auto power downs for equipment when not in use;
- Invest in more efficient technology, such as more energy efficient computer monitors;
- Reduce unnecessary business travel and promote use of low carbon transport;
- Office recycling or water saving measures.
Taking such steps may also help to ‘future proof’ the business should further government targets or regulations come into force which require businesses to take steps to protect the environment.
If you would like to discuss your recruitment strategy or require assistance with your employment contracts and handbook, including environmental policies, please feel free to contact Miller Samuel Hill Brown and we will be happy to provide a quote.
