Global CSR Trends

🌍 You wouldn't know it from the news, but more than twice as many companies are increasing their climate commitments than backtracking! A new report by PwC and CDP shows that despite anti-ESG moves in some areas, sustainability and climate action are not at all dead, or even dormant! 💡 𝗦𝗼𝗺𝗲 𝗸𝗲𝘆 𝗳𝗶𝗻𝗱𝗶𝗻𝗴𝘀: - The number of companies making climate commitments continues to grow. - More than 4,000 reported through CDP in 2024, up nine-fold over the last 5 years. - 84% of companies are maintaining or strengthening their climate ambition - 37% of companies are increasing their ambitions while only 16% are getting less aggressive. - 83% of companies report R&D investment in low-carbon products and services. - Products featuring sustainability attributes can achieve a revenue increase of 6% to 25%+ over products without such emphasis. - The commitments are durable through leadership transitions: Companies stand by their commitments even after a departing CEO’s successor is hired. 𝗠𝘆 𝘁𝗮𝗸𝗲: These results should hearten anyone who feels lonely in their sustainability team or that everyone is backing away. Neither of those things are true. This fits into the conversations I've been having with firms about 2025 being a year of implementation. More work than ever before is going into integrating sustainability across the firm and using its data and insights to navigate a rapidly changing world. #climate #netzero #decarbonization #sciencebasedtargets #ESG #sustainability Net Zero Tracker SBTI

What do younger women's experiences at work tell us about social progress? This is an important question because there's a widespread belief that progress unfolds automatically and steadily, and that each successive generation will become more egalitarian and enjoy more opportunities than the last. According to this view, reaching gender equality is “inevitable”; it just takes time. But the 2024 Women in the Workplace 10th anniversary report by LeanIn.org and McKinsey & Company tells a different story. The report provides a 10-year lookback at the state of women in corporate America. When it comes to women's experiences at work, we found that there's been almost no improvements across generations. In fact, not only are the experiences of women under 30 similar to those of women 50 and older, in some ways, they’re worse. Along with my brilliant colleague, Priya Fielding-Singh, we wrote about these findings in Harvard Business Review. There are many key takeaways when it comes to barriers to younger women's advancement, but I want to call attention to these two: ✔ Sexual harassment remains a significant problem. Despite younger women’s much shorter tenures, a third of them have experienced some form of sexual harassment over the course of their careers — the same as older women. ✔ The next generation of men doesn’t appear to be pushing for change. While the younger women in our study stand out as the most committed to gender and racial diversity issues, younger men are clearly the least. And over the past five years, the percentage of younger men who claim gender and racial diversity as high personal priorities also declined significantly. The problem with the belief that progress is inevitable is that it leads to inaction. Concerningly, we found that companies’ commitments to diversity are the lowest they've been in years. History shows us is that social change requires deliberate and sustained efforts. If we want daughters to have it better than their mothers and grandmothers, we need to take off our rose-colored glasses and roll up our sleeves. Check out our post for more on the findings and what companies must do to address the distinct obstacles that stall women’s progress early in their careers. #genderinequality #sexualharassment #womenintheworkplace2024

It will take 134 years….       … to reach full gender parity. Last week, the latest Global Gender Gap Report by the World Economic Forum was published. While we move overall slowly but steadily toward gender parity, there are some facts and figures that caught my attention: ➡ Women make up 28.2% of the STEM workforce but 47.3% of the non-STEM sectors. ➡Women make up a quarter of non-STEM leaders but just over a tenth in STEM. ➡Gender parity in online skilling is currently too low: AI and big data (30%), programming (31%), and cybersecurity (31%). ➡Women hold nearly half of entry-level jobs but only a quarter of C-suite roles. ➡Women's hiring into leadership fell from 37.5% in 2022 to 36.4% in early 2024. Economic downturns decrease the hiring of women in senior roles. Higher female workforce representation boosts resilience to downturns. 💡 On a good note, however, sectors like Technology, Information, and Media have seen significant increases in female AI talent. ❗ Gender parity can be advanced through quotas, policies, and professional networks. However, governments and businesses must shift resources and mindsets to embrace it. Funding gender equality efforts is crucial for equitable and sustainable growth.   Read the full report here: https://lnkd.in/d_ETDCid #genderparity #diversityintech #womenintech

There is a massive gap in trust in AI between English-speaking/ Western European nations and Eastern/ emerging economies. An array of specific insights from Edelman's latest Trust Barometer report reveal fundamental forces that will shape the global future of AI. Some of the highlights from the report: 🍀 The countries with the least trust in AI are Ireland (24%), Australia (25%), UK, Netherlands, Germany, Canada, and US. 📈 The high-potential emerging economies such as Nigeria (76%), India (70%), Thailand, China, Indonesia, Saudi Arabia and Kenya have the greatest trust, reflecting the positive potential they see. 🚩 China has 40% higher trust in AI than the US. 👶 Younger people globally are notably more comfortable with business AI usage than older generations (51% vs. 35%). 💸 Higher-income individuals globally show significantly higher comfort levels (51%) with AI in business compared to lower-income groups (38%). 🔻 Enthusiasm for AI has dropped from fairly high levels in Malaysia (-11%), Nigeria, China, and Japan, and reduced substantially from already low levels in Australia (-5% to 10%) and Italy. ⚡ Political and economic uncertainties correlate with higher AI trust, suggesting people look to AI for solutions during uncertain times. 🔒 Countries where people express high societal grievances have AI trust reduced by up to 22%. 💼 Tech companies outperform general businesses in perceived ethical standards and competence by a significant margin (ethical score: +23 vs. general businesses). Attitudes in the population flow through to politics, regulation, business adoption, consumer uptake, and economic impact. Take this data into account as you consider the likely futures of AI in business and society.

I'm excited to share the launch of "Bold Measures to Close the Climate Action Gap," the latest report from Boston Consulting Group (BCG) and the World Economic Forum Alliance of CEO Climate Leaders. https://lnkd.in/e8MCFKAm    We see businesses doing more to tackle climate change, but collectively, the world is moving way too slowly. This new report focused on opportunities for companies and governments to translate their individual actions into more substantial global progress. The bottom line is that our individual efforts must be more geared to driving systemic change. The report highlights five ways for companies to do this, including: 1. Accelerate supplier decarbonization. In many companies, suppliers’ emissions are 3x to 8x their own Scope 1&2. Cutting the first 50% of many products’ supply chain emissions can be achieved with an end-price impact under 1% 2. Enable customers to make greener choices. Product redesign, circularity, reducing customers’ energy consumption can substantially lower the emissions footprint of many products. 3. Drive change with peers in your sector, especially in supply chain ‘pinch points’: Ten players or less control more than 40% of many key markets; clearer product labeling is another great area of opportunity 4. Engage in cross-industry partnerships, especially large-scale buying groups, to mobilize capital and accelerate development and scaling of advanced technologies 5. Advocate and support bolder policies. First, make sure you and your lobbying partners are not harming climate progress in your government engagements. Then, look for opportunities to go further to be an effective partner to governments to encourage bold and pragmatic changes in incentives, policies, and reporting. The report is filled with real life examples of what companies are doing today in each of these areas. Thanks to Pim Valdre and Pedro G Gomez Pensado from WEF and my colleagues Dr. Patrick Herhold, Jens Burchardt, Cornelius Pieper, Edmond Rhys Jones, Trine Filtenborg de Nully, Galaad Préau and Natalia Mrówczyńska for leading the work on this important report. And to my Alliance co-chairs, Jesper Brodin, Christian Mumenthaler, Ester Baiget, and Feike Sijbesma for your continued leadership.

Global Corporate Climate Disclosure Mandates 🌎 As climate-related disclosure mandates continue to expand, businesses face increasing expectations for transparency in reporting environmental impacts. Countries and regions are adopting regulations with varying timelines and scopes, making it essential for organizations to track global developments closely. The relevance of staying informed about these mandates lies in the risks and opportunities they present. Adhering to evolving standards not only ensures compliance but also strengthens investor confidence, enhances market competitiveness, and aligns with broader sustainability objectives. Failure to meet these requirements can result in reputational damage, legal penalties, and missed opportunities to demonstrate leadership. Understanding the distinction between single and double materiality is critical. Single materiality focuses on how climate impacts financial performance, while double materiality examines both financial impacts and the organization's influence on the environment. These perspectives shape the level of reporting detail required in different jurisdictions. Countries like Brazil, China, and the European Union already have mandatory frameworks in place, with others, such as Canada and Japan, moving toward implementation. Timelines and materiality standards differ significantly, creating a complex regulatory landscape that requires businesses to remain vigilant and proactive. Staying ahead of these developments is not merely about compliance; it is a strategic necessity. By integrating robust climate disclosures, businesses can build resilience, improve stakeholder relationships, and position themselves as leaders in the transition to a sustainable economy. Source: Trellis by GreenBiz Group #sustainability #sustainable #business #esg #climatechange #climateaction

📉 For the third year in a row, the rate of women hired into leadership roles is declining. In 2024, women accounted for 51% of total hires, but just 33% of leadership hires. This is no longer just a matter of representation—it's a red flag for the competitiveness of our organizations. As highlighted in the Global Gender Gap Report 2025, developed with data from LinkedIn’s Economic Graph, inclusion is not just a value—it's a strategy. A strategy for innovation. For resilience. For future readiness. The full report is packed with eye-opening data—disaggregated by industry, role, geography, and income level. It reveals that economic parity is still over a century away. And that the greatest gaps remain in leadership and earnings. As AI redefines leadership, human skills like empathy, adaptability, and critical thinking will only grow more vital. Women—often with non-linear, cross-functional careers—bring precisely the kind of agile mindset this moment demands. The path forward is clear: ✅ Transparent career progression ✅ Investment in skills, not stereotypes ✅ Cultures that value people, not just positions We all have a role in shifting the trend. 📊 Explore the full report here: https://lnkd.in/djw4MrZn #GenderEquity #FutureOfWork #Leadership #AI #Inclusion #GlobalGenderGap #DiversityInTech #LinkedInEconomicGraph

If you’re a white man, this data may feel challenging... It’s easy to feel that gender equality’s gone so far that men are now the ones being disadvantaged. Lots of evidence shows that the majority of men now feel that way. 📊 We can see from the latest McKinsey & Company and Lean In report that that’s not true of the 281 companies they studied. But it doesn’t stop millions of men from feeling a bit defensive (or even silently resentful) when faced with data like this. The problem is... ⚡ most companies are still not doing enough to level the playing field for women, in terms of the ongoing, deep rooted cultural barriers as well as more operational ones. And.. ⚡ most companies are doing little or nothing to help men, from entry level to C-suite, to know how to really thrive in today's more gender-balanced and diverse world. Those two problems look like they’re in opposition. But they’re not. 💫 We need to get out of the zero-sum, ‘menemies’ mindset that dominates, and start addressing both of those problems. We’re not there yet. Not by a long way. And we won't get there until we look at both sides of the problem. — Key data from the report includes: 🔇 “Women remain underrepresented across the pipeline, a gender gap that persists regardless of race and ethnicity. Simply put, men outnumber women at every level.” 🔇 “The “broken rung” remains: women are far less likely than men to attain their very first promotion to a manager role—a situation that’s not improving.” 🔇 In 2024, for every 100 men promoted to manager, just 99 Asian women; 89 white women; 65 Latina women; 54 Black women are promoted. 🔇 “Women are still outnumbered by men over 2:1 at C-suite level, despite making up almost half the workforce at entry level.” 🔇 Despite almost identical gender numbers at entry level, men of colour still outnumber women of colour 2 to 1 at C-suite, while white men outnumber white women at a rate of 2.5 to 1. 🔇 Both white women and men of colour are similarly under-represented at C-suite versus their numbers at entry level. Women of colour are even more significantly underrepresented; while white men remain hugely overrepresented at C-suite vs their numbers at entry level. 🔇 It will take over 20 years for even the most privileged women to achieve parity at every level, and nearly 50 years to achieve it for all women. Link to full report in comments

🌍 As of October 2023, 1,003 of the Forbes2000 index companies, representing about $27 trillion in revenue, have set #netzeroemissions targets. This reflects a 40% surge from June 2022 when 702 companies had made such commitments, indicating a growing recognition of the need to address #climatechange. 💡 However, only 4% of these commitments align with the United Nations's demanding standards for quality #netzero targets. This means that they encompass all emissions, implement immediate emissions reductions, and include annual progress reports for both short and long-term goals. 🔄 A crucial point of consideration is that merely 37% of the companies include their Scope 3 emissions, which are related to their value chains, in their net-zero commitments. Additionally, just 13% have established quality thresholds for the use of #carbonoffsets. 🌐 With the upcoming COP28 climate talks in Dubai, the pace at which governments and corporations adopt climate action initiatives is expected to be a central theme of discussion. 🔍 John Lang, Project Lead at the Net Zero Tracker, emphasized the significance of credible net-zero target-setting, suggesting that it reflects forward-thinking and future-proofing strategies for companies. 🤝 The question we must ask ourselves is whether the organizations we invest in, work for, and buy from are on the right side of the line when it comes to net-zero goals. The growing number of commitments is promising, but the quality and thoroughness of these pledges remain essential. 🌱🌟 #ClimateAction #NetZero #Sustainability #COP28 #ClimateGoals https://lnkd.in/ewSs9gAA

🔹 Top-level positions remain narrowly accessible for women 🔹 Despite women nearing half of entry-level positions, their representation in C-suite roles remains below one-quarter. What was once seen as a promising trend in women’s leadership hiring has taken a downturn. The percentage dropped from 37.5% in 2023 to 36.9%, and further declined to 36.4% in early 2024, falling below 2021 levels. LinkedIn research shows that worsening macroeconomic conditions have contributed to this decline in hiring women for senior leadership roles. However, higher representation of women in the workforce strengthens resilience against setbacks during economic downturns. Read more in "Global Gender Gap Report 2024" from World Economic Forum: https://shorturl.at/gk7mF How is your organization ensuring women's advancement to leadership roles remains a priority? #WomenInLeadership #GenderEquality