When sourcing new hires for her team at Holcim, Magali Anderson, chief sustainability and innovation officer, typically receives between 50 and 100 applications. She noted that many of the applications come from individuals working in well-known non-government organizations focused on environmental issues. These individuals are seeking a challenge, as the cement industry is responsible for a significant amount of carbon dioxide emissions, making it difficult to reduce its impact on climate change. Anderson stated that prospective candidates often express a desire to make a greater difference within her company.
The number of workers concerned about environmental issues is growing, posing new challenges for employers. This includes supporting employees with climate anxiety and finding ways to attract and retain environmentally-conscious staff. A recent LinkedIn post by trader Steffen Krutzinna, who left his job at Shell due to the company’s renewed focus on oil production, exemplifies this trend. A survey conducted by Kite Insights found that 71% of more than 7,000 employees across various industries consider it important for their motivation and well-being to take action on climate change. Sophie Lambin, founder of Kite Insights, emphasized that this eco-consciousness is not limited to a particular generation, as the desire to address climate change unifies individuals across age groups.
Climate change-related concerns have led employees, both young and old, to seek engagement with their employers on the issue. Katherine Brown, Vice President of Inclusive Impact and Sustainability for Europe at Visa, highlighted the importance of managers listening to their staff and considering their suggestions. For example, at Visa’s London office, an employee suggested “powering down” the top floors of the building on Fridays when most staff work from home. This input was implemented, demonstrating the company’s commitment to its staff’s environmental concerns. Nicola Stopps, CEO of Simply Sustainable, pointed out that different generations have distinct expectations for their employers. Starting in their mid-thirties, individuals want concrete evidence that a company aligns with their values and takes clear action to address sustainability. Members of Generation Z, who are currently in their mid-twenties, are particularly climate-conscious due to their exposure to movements like Fridays for Future. Managers must be mindful of climate anxiety and ensure that younger staff’s high expectations for environmental action are met. Gen Z is quick to identify “greenwashing” and utilize social media as a means of holding companies accountable.
Businesses recognize that younger employees will play a key role in developing solutions to climate change. This age group possesses the necessary technological knowledge to drive progress. Even in negotiations over pay, their influence is evident. Katy Jarratt, a consultant at Spencer Stuart, shared an example of an environmentally-conscious candidate who refused shares in an extractive company due to its carbon-intensive nature. Instead, they negotiated shares in a more renewable sector of the business. Managers have a responsibility to address climate concerns and ensure that their communication strategies are well-prepared, as failure to do so can lead to talent loss and hinder the company’s ability to attract top candidates.
According to a survey conducted by Supercritical, more than half of 18 to 24-year-old UK office workers would consider leaving an employer based on their net-zero credentials. Companies must provide guidance and clarity to employees who wish to participate in climate protests, as many are concerned about potential repercussions from their employers. Ben Tolhurst, director of Business Declares, noted that more employees and business leaders are willing to take direct action, as demonstrated by recent protests outside government buildings.
Deepak Jobanputra, chief sustainability officer at Vitality, highlighted the increasing number of individuals inquiring about the company’s environmental credibility during the recruitment process. These individuals are pushing for greater action on climate issues. Vitality has responded by linking employee bonuses to climate training participation and implementing meat-free days in their canteen to address global warming. Jobanputra noted a range of perspectives among the company’s employees, with some being climate champions and others less focused on the issue. However, Lambin from Kite Insights emphasized that employers are missing opportunities by not tapping into the eco-consciousness of their workforce. Upskilling current employees can be more efficient than recruiting individuals with sustainability skills for a company to address climate and sustainability issues effectively.
Overall, organizations must recognize and address their employees’ growing concerns about climate change to attract and retain top talent. Taking meaningful action, listening to employee suggestions, and engaging with the eco-consciousness of the workforce will contribute to a positive and sustainable work environment.
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