Making Sustainability More Tangible

16 03 2024

Photo: Makiko Tanigawa/Getty Images

By Gregory C. Unruh from the Harvard Business Reviews • Reposted: March 16, 2024

When I became the sustainability guest editor for the MIT Sloan Management Review a decade ago, I joined a research project sponsored by the Boston Consulting Group to track the evolution of corporate sustainability management. Over the course of nine years, our annual global surveys reached more than 60,000 respondents in 118 countries.

While there were many insights, a persistent managerial challenge was how to account for the intangible value generated from sustainability initiatives. Executives recognize the impacts these efforts engender with key stakeholders. Socially minded millennial employees, for example, want to work for responsible companies, and our surveys have shown that they’ll reward their employers with loyalty, lower absenteeism, and engagement. Similarly, customers want to feel good about their purchases, so they give their business to companies that care for communities and the environment. Comparable arguments can be made for other stakeholders, such as investors, partners, politicians, and the like. The challenge is that these important stakeholder impacts are difficult to see or measure.

Think of it like this: I can show you two eggs and tell you one is sustainable — but you can’t tell which by looking at them. The egg’s sustainability depends on things like how the chickens were raised, what they were fed, how the farmers were treated and compensated and so on. Holding an egg in the grocery store aisle, you can’t see any of that. It’s an intangible attribute for the typical buyer.

How do you overcome this? One option is to “tangibilize,” that is make the intangible benefits more clear, for stakeholders.

At one end of the spectrum is marketing. An egg crate can be plastered with logos, pictures of happy hens, and statements like “organic,” “cage free,” “no antibiotics,” “free range,” and so on. Of course, the customer can’t confirm any of this. They have to take the company’s word for it. Any perceived sustainability value is contingent on the customer trusting the brand’s claims.

Another option is to make claims more tangible is through third-party certifications. Labels like “Certified Humane” or “Fair Trade” are more tangible than marketing because they’re backed by verifiable standards. It’s analogous to having a company’s financial statements audited and certified by accountants.

These approaches work when there is a tangible product and process in place that can be evaluated for its sustainability performance. But what if the product or process is not yet available, but business success depends upon stakeholders believing that there will be tangible benefits in the future?

“Tangibilizing” an Uncertain Future

For highly intangible sustainability impacts, the communication challenge increases. Take sustainable agriculture, for example. Advocates claim the practice can engender resilient food systems, conserve cultural heritage, and mitigate climate change, and more. These benefits are not only intangible to consumers, some will only materialize in the future. Is there a way to demonstrate these intangible benefits in ways that can influence consumers shopping for eggs today?

Over the last few years, I’ve been studying how Intel has dealt with this intangibility challenge. In the late 2010s, the company was positioning itself in the rapidly growing artificial intelligence business, investing billions in optimized AI chip capabilities and integrated AI applications.

Realizing value from these investments depended on business leaders, government officials, and the general public embracing the AI revolution. However, this was years before ChatGPT demonstrated the potential of artificial intelligence to the world. At the time, the only impressions people had of AI came from science-fiction movies and pundits.

As they surveyed stakeholders, Intel’s public affairs team detected competing narratives arising about AI. On the negative side were anxieties about AI’s potential to eliminate jobs, exacerbating global economic inequality. The positive AI story was about human-machine collaboration to solve problems, where people do the creative work that AI can’t, leaving the rote work to machines. The competing narratives were based on an imagined future that was unmanifest, thus intangible, to the public.

The intangible narratives began having tangible implications in 2016 when several countries began developing national AI strategy plans. If the negative narrative took hold, risk-averse government policy could slow the technology’s uptake. What was needed was to demonstrate the sustainability benefits of AI — and in doing so, to tangibilize a positive AI future.

To help manifest this future, Intel launched AI4Y, a cross-sectoral collaboration with governments and national school systems to deliver AI training for K-12 students in an array of global markets. Students learned the technical aspects of AI applications, and were also trained in a humanistic approach that emphasized ethical deployment of AI to solve real-world sustainability problems in their communities. The goal was to demystify AI for policy makers and the public while democratizing AI and get it in the hands of users around the world.

By 2019, tens of thousands of students across nine countries had engaged in AI4Y programs. As part of the program design, pupils applied what they’d learn to solve real challenges in their communities, creating AI applications to address social and environmental issues such as bullying, computer energy use, and depression screening. In one case, a group of students at Busan Computer Science High School, in South Korea, used their AI skills to predict prices of kimchi, the Korean staple food made from fermented cabbage. Called Project VEGITA (derived from “vegetable” and “data”), they confronted the problem of cabbage price fluctuations that were hurting kimchi preparation and consumption. The team used machine learning to analyze 3,000 temperature and precipitation data points collected by the Korea Meteorological Administration and Ministry of Agriculture and then built a predictive analytics interface that could estimate cabbage prices based on seasonal forecasts. The results could then be used by producers to help them time the buying of cabbage for kimchi production.

AI4Y provided a powerful response to the concerns in the negative narrative about the future of artificial intelligence. If AI could be used by children to solve real sustainability problems in their schools and communities, how else could it be applied for good?

As of July 2021, AI4Y was available in more than 15 countries and Intel is planning to roll it out to 30 countries. It’s one of Intel’s five “digital readiness programs,” each targeting a different stakeholder group, from citizens to leaders. These programs make many of the potential benefits of AI real and tangible to students, workers, and decision makers around the world. By partnering with governments, Intel’s programs help prepare the country’s workforce to participate in and create a positive AI future.

Tangible Value Capture

For sustainability to be sustained it must be profitable for a company. If it is not profitable, it’s a subsidy and, almost by definition, subsidies are temporary. If markets shift, leadership changes, or economies collapse, subsidies can disappear. But if profitable, meaning that it creates value in excess of cost, it will be sustained because it’s just good business. By tangibilizing sustainability value for stakeholders, companies position themselves to capture more business value and help ensure that their sustainability efforts will be sustained.

Read more on Environmental sustainability or related topics: Sustainable business practices,Corporate social responsibility,Business and societySocial and global issues and Business management

Gregory C. Unruh is the Arison Professor of Values Leadership at George Mason University. To see the original post, follow this link: https://hbr.org/2024/03/making-sustainability-more-tangible





Sustainability Is About Your Workforce, Too

18 09 2023

Javier Zayas Photography/Getty Images

By Josh Bersin from Harvard Business Review • Reposted: September 18, 2023

The EU has long been committed to improving worker well-being, claiming it wants to create more transparent and predictable working conditions for all its 182 million workers. Now, it’s moving ahead with this objective on a number of fronts:

  • Its Transparent and Predictable Working Conditions Directive, which member states were required to enact by August 2022, is geared toward improving employee protections and increasing labor market transparency.
  • Its Work-Life Balance Directive, which came into effect in 2019, aims to set minimum standards for paternity, parental, and career leave as well as flexible work arrangements.
  • Its Corporate Sustainability Reporting Directive (CSRD) mandates that, starting in May 2024, any company with €40 million in net turnover, €20 million in assets, or 250 or more employees that trades in Europe publish detailed information about their efforts to address a range of sustainability challenges.

In recent years, many companies hired a chief sustainability officer and established a set of high-priority programs to reduce carbon emissions and the risk of global climate change. The enactment of these new regulations signals a new era in which it’s time to extend the concept of sustainability to include similarly critical issues with the workforce — an idea I call people sustainability.

People sustainability takes a holistic approach to corporate human capital practices, including diversity and inclusion, well-being, employee safety, and fair pay. It raises these human capital issues to the C-suite and obliges chief human resource officers to work with chief sustainability officers on these programs. It means that your employee well-being efforts are no longer delivered piecemeal, which was ineffective no matter how well-intentioned or resourced they might be.

The EU is essentially saying that all these “HR programs” are much bigger than HR: They now fall into the category of global citizenship mandates, and companies must treat and report them as such.

How to Integrate People Sustainability into Your Company

I’m talking to European and U.S. firms about how they are gearing up for the Corporate Sustainability Reporting Directive and developing people sustainability metrics. Here are examples of how a few companies are approaching this:

  • Heineken has developed standard measurements of human rights, fair pay, and even living conditions for all its contract workers helping it deliver beverage sales around the world.
  • Enterprise software leader SAP has coupled its industry-leading diversity program to new pay equity and sustainability initiatives. For example, the company now openly publishes all pay bands so employees can see where they are and the pay scales for all new jobs posted. In parallel, it provides hiring and workplace support for neurodivergent employees. After undertaking a progressive gender pay equity analysis, it inaugurated a very aggressive program of promotions of women into senior leadership — all long-term “people sustainability” strategies.
  • Financial services firm Liberty Mutual sees people sustainability as a factor in limiting the global risks of its customers, partners, and employees in the face of accelerating climate change. Chief sustainability officer Francis Hyatt, who previously served as executive vice president of enterprise talent practices, oversees the integration of global climate issues in the firm’s risk management approach and promotes sustainability solutions for employees, resellers, and customers. The company promotes thought-through generational and gender equality programs, and Hyatt ensures that every employee understands how their long-term safety and success is part of the company’s overall sustainability strategy. In other words, this new job function unifies all the brand’s existing HR work into the context of sustainability and helping the planet.

What links all three of these major corporations is the way each separately discovered that when you frame human capital investment in the context of sustainability, it assumes even more importance than it did before.

If you see value in this approach, where should you start at your organization? Building on the European Union’s new detailed CSRD reporting requirements, leaders will need to address issues ranging from greenhouse gas emissions to gender pay across their own operations, as well as that of their suppliers and business partners. You should try to ensure sustainability becomes a pillar of operations as early as possible, as the compliance clock is ticking.

The real action is to get your HR team to start working as soon as possible with their ESG colleagues to get people sustainability metrics and strategies into your business goals. To drive this, bring together a team including your heads of HR, DEI, and ESG, as well as representatives from your corporate finance and legal teams, to design your people sustainability program. You’ll ultimately want to see these goals reflected in your annual report and other stakeholder communications, so that these programs are seen as a core part of company strategy.

A recent survey by PwC reveals that many CEOs anticipate climate risk will affect their cost profiles and supply chains in the next year. However, despite these challenges, 60% of the surveyed CEOs do not plan to reduce headcount, and 80% do not plan to decrease compensation, as they recognize the importance of retaining talented employees.

Data like this underlines how people sustainability has become an integral strategy for corporate growth. Investors will soon begin to measure the effectiveness of a company’s well-being initiatives as a key metric of overall performance as much as its P&L.

You don’t have to be directly affected by Europe’s new sustainability laws to see that bringing together previously disconnected efforts such as DEI, purpose, or L&D under the umbrella of “long-term organizational sustainability” makes a lot of sense. You might even see it as meeting the needs of the present without compromising your future: a measure of sustainability that certainly gets my support.

Josh Bersin is founder and CEO of human capital advisory firm The Josh Bersin Company. He is a global research analyst, public speaker, and writer on the topics of corporate human resources, talent management, recruiting, leadership, technology, and the intersection between work and life. To see the original post, follow this link: https://hbr.org/2023/09/sustainability-is-about-your-workforce-too