Green and ethical benefits: Part 2 – creating awareness.
What do green and ethical employee benefits mean? Last week we published the first part of our roundtable discussion on this important topic.
Our participants had much more to say, so here’s where conversation turned next.
Education, education, education
The importance of giving employees choice was a strong theme throughout our discussion. This went hand in hand with another – education. Employers can’t tell staff where they should invest their money. They are not pensions advisers or agents for particular products. But they can educate employees about what green and ethical benefits might mean, providing information in many different ways.
Our panel generally agreed that a combination of digital and printed communications works best. Posters and handouts are useful in moderation for getting high-level messages across, but continued dialogue should move online, or face-to-face.
One organisation has staged an ethical ‘lunch and learn’ session – about lettuce! Local farmers came in to explain why their produce was better and fresher than supermarket lettuce, and why production was more sustainable. The session has actually changed behaviours, and the company now uses the local produce in its cafeteria. This could be replicated with other foodstuff and products.
Of course, employees won’t necessarily choose the green and ethical fund or product. But as long as they understand the relative benefits of their choice versus the cost, employers have done what they can. The decision as to how far an employer goes down the educational route is up to them.
Are there genuinely ‘green and ethical benefits’?
Because of the complexity of the subject, there are relatively few employee benefits which fall unequivocally into the green and ethical camp.
Cycle to Work schemes do promote green travel and encourage exercise. Some schemes reduce the cost of purchase according to miles cycled. This is worthwhile for those who know they will cycle a certain distance and may encourage others to cycle more.
Some energy providers are clearly committed to sustainable energy sources. Energy suppliers could do more for their own staff by offering discounts. Other companies could use their buying power to bulk buy energy-saving lightbulbs, for example, and resell these to their employees at cost price.
Give as You Earn is not quite a green and ethical benefit, but it does promote social responsibility.
For most benefits, however, their green and ethical credentials are relative, which is why employee education and choice are essential.
What’s the ultimate purpose?
The purpose that united our panel was very clear. They all aim to:
- align their employee benefits offering with their organisational values
- give their employees a good experience
- encourage greater awareness
- promote positive, sustainable, healthy behaviours.
Any organisation with the same interests is welcome join us in the green and ethical benefits debate.
What do green and ethical employee benefits mean? Download paper.
About PES
Delivering a great employee experience is a challenge for growing organisations. At PES, it’s what we do. Our online employee benefits platform, HR support and workplace wellbeing services bring out the best in your employees – enabling your business to thrive.
Call us on 01454 808658, email us at hello@wearepes.co.uk or fill in our enquiry form.
