Sustainability and ESG: the role of HR departments.

Emanuele Scotti

Lately, we read and hear more and more about "social sustainability" of the Enterprise; but what does it mean? And why is it so important? 

Social sustainability is one of the 3 types of sustainability included in the acronym "ESG (Environmental, Social and Governance)., the international framework for analyzing business sustainability that from 2023 will become essential to follow in order to finance in the capital market. The idea at the heart of these factors is very simple: the more the analyzed criteria are met, the greater the likelihood that companies will have lasting success as creators of value for all their stakeholders. 

For socially sustainable companies refers to all those companies that are committed to taking useful actions to affirm the rights of communities and individuals within their reach. In other words, these social criteria analyze how the company "treats" its stakeholders. Below are some of the items that fall under the Social component of the ESG criteria:

  • Degree of engagement and satisfaction Of employees and employees
  • Diversity and Inclusiveness With special attention to women and minorities
  • Fairness of contract forms and wages 
  • Elimination of gender inequality, ensuring that everyone is treated equally
  • Social Commitment: for example, some companies, adapting to the health emergency, have adopted e-volunteering, making volunteering more immediate and accessible to their employees 
  • Better relationship with the customers 
  • Development of external relations more efficient based on mutual satisfaction of needs

What are the benefits of satisfying them?

A more positive, inclusive and functional business climate and overall a renewed ability to attract talent attentive to these aspects.

There is, however. still a lot to do. Analyzing the Sustainability Reports published by major Italian and international corporations, an administrative approach still prevails that gives space to quantitative percentages describing their organization and less to qualitative data on engagement and well-being.

One of the main reasons for this is probably the fairly recent emergence of this new type of sustainability, which no longer focuses solely on the environment. But also the fact that listening remains a difficult practice in many organizations, even considering the rethinking on annual climate analyses underway in many corporations.

And that is precisely where Yumi comes in!

Yumi takes an original approach to the topic, moving beyond the concept of engagement to a broader concept of work experience: how satisfying is it? For what reasons? Because of the participation of which colleagues? These elements make it possible to collect actionable data because they are close to the work context. The data are also more reliable by being generated in the interest of each user, who receives insight and evidence to guide him or herself in their actions. 

Interested? Write to us at:

Yumi is a continuous nudging platform that improves measuring, engagement and development of teams at work

It helps people to share nudges about their behaviours with a spontaneous approach. 

It allows the company to put the change strategy in action..

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