|
Post by sweetpea33 on Jan 23, 2024 17:42:02 GMT -12
Disclosures as adoption rates varied and as the focus deepened on easier quantified risks that have felt more urgent and actionable: greenhouse gas emissions; waste to landfill; diverse hiring/retention; etc. For instance, Unilever’s inaugural Human Rights report, published in accordance with the U.N. Guiding Principles in 2016, included multiple data points at the macro level, perhaps to make up for sparse company-specific data. For years, companies have struggled to report on their social impact in a financially meaningful way. That's changing. Fast-forward to 2021, and Unilever’s third Human Rights report is a study in how social strategies and disclosure are evolving. The report offers a wealth of company-specific data such as the number of Email List workers affected by discrimination, fair wages and working hours across the company’s supply chain. Direct impact numbers such as these more easily can be translated into measuring risk, making the disclosure more useful and implementable. Data that drives decisions Similarly, on the internal end, corporate reporting on diversity and inclusion — and lately, equity — performance across industries has been sporadic at worst and uneven at best. In 2020, this began to change: Global fashion house PVH released new data on living wages across its factories and benchmarked it against the rest of its beleaguered industry to show a clean, comparable view in 2020. For the first time, the company also disclosed diversity performance by store level, uncharted territory for most retail companies, which for years have focused instead on reporting the diversity of their boards of directors and leadership.
|
|