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"PAYING FOR GOOD"

Author: Corinne Carr

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In the “PAYING FOR GOOD” podcast, I interview talented guest speakers in both the Human Resources and the investment world on various topics all linked to Responsible Reward, which is the integration of business, sustainability and remuneration strategies. Together, my guests and I share our knowledge, give advice and tell inspirational stories to make you a responsible employer, a portfolio company and an investor of choice by designing and implementing a Responsible Reward strategy. Keep up to date with latest thinking on remuneration, hear from experts and stay ahead!
43 Episodes
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“WHAT MONEY TYPE ARE YOU?”This week on my ‘PAYING FOR GOOD’ podcast, my special guest is Fanny Snaith - Money Coach.Fanny reveals that financial matters are the second most common cause of divorce in the UK, after infidelity. At work, we are conditioned to chase the next grade. We get upset when we’re bypassed for promotion or a pay rise. Many employee grievances centre on money.So, what money type are you?Your action takeaway from Fanny:If your relationship with money doesn’t serve you or those around you, please consider one-to-one or group money coaching.TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/To find out more about how to design and implement a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation, please email me at client.care@peoplenet.ltd.uk.
'REMUNERATION GOVERNANCE'This week on my ‘PAYING FOR GOOD’ podcast, we’re turning our attention to Remuneration Governance. David gives us an update on the codes and recent research linked to remuneration commissioned by the FRC. I also ask him three questions. Bearing in mind the events of the past 18 months:Has the remit of the remuneration committee changed?Have we got the right people sitting on remuneration committees?Do we need to review the remit of external auditors?Your action takeaway from David:When reporting on your Remuneration Governance, focus less on process and more on activities and outcomes:What activities took place?Were they successful?If not, what would you do differently in future to improve?What did you learn?TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/To find out more about how to design and implement a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation, please email me at client.care@peoplenet.ltd.uk.
'HEALTH & SAFETY AND BONUSES'This week on my ‘PAYING FOR GOOD’ podcast, we’re turning our attention to health and safety at work with our special guest Christian Harris, founder of Slip Safety Services, and how H&S metrics form part of the incentives structure in some industries. From a sustainability point of view, I believe that health and safety is so important that it affects all three ESG pillars: Environmental, Social AND Governance. What H&S metrics do you use in your organisation?Your action takeaways:To help prevent slips and falls, Christian has designed a four-part framework for his clients called ‘The four Ps’: Protect your staff and buildings to achieve high performance. This, in turn, leads to profit, with which you have the power to improve, invest, innovate and impact.TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/To find out more about how we could work together too on designing and implementing a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation, please email me at client.care@peoplenet.ltd.uk.
This week on my ‘PAYING FOR GOOD’ podcast, we’re turning our attention to increasing diversity in companies. My special guests are Ann Cairns, executive vice-chair at Mastercard and global chair of the 30% Club, and Marte Borhaug, global head of sustainable outcomes at Aviva Investors and co-chair of the 30% Club investor group.The 30% Club aims are:· to have over 30% female representation on the boards and in the C-suites of FTSE 350 firms, although 50% would be ideal· for there to be at least one person of colour on each of those boards and in C-suites· and for at least 50% of those people of colour to be female.To get there, one of the actions is to link diversity targets to incentives. How are you increasing diversity in your organisation?Your action takeaways:In addition to linking diversity targets to variable pay, you may also wish to consider some or all of these activities:·         requesting candidates from more diverse backgrounds on recruitment shortlists·         ensuring the language in your job vacancies/descriptions is unbiased·         setting up a women returner programme·         rolling out targeted development programmes·         increasing the number of women in your succession plans·         buddying-up·         teaching new technology after a period away from work·         mentoring.TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/To find out more about how we could work together on designing and implementing a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation too, please email me at client.care@peoplenet.ltd.uk.
THE VIOLATION TRACKER - PART 2Organisations are often quick to showcase their responsible business achievements on environmental, consumer and employee matters. But in some cases, there is another side to the story. Our special guest this week on the 'PAYING FOR GOOD' podcast S4 E6, is Aneesh Raghunandan who is building up the UK Violation Tracker to collate these misdemeanours. When you listen to Aneesh, you will learn  that:• UK firms are often offered the option to settle with the regulators or are issued with enforcement notices rather than being made to pay fines through the court system.• Government agencies regularly remove past data from their websites.• It’s difficult to track (repeat) offenders.Your action takeaways:As an employer:It’s simple – don’t break the law! It’s getting easier for researchers and analysts to figure out who’s got a good employment track record and who hasn’t.As an investor:Be vigilant! And don’t just rely on public corporate disclosures because they may not tell the whole story.As a regulator:Please keep past information on your website, fix all technical glitches to access it and consolidate it in one place by parent company.There should be no need for a Violation Tracker.TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/To find out more about how we could work together on designing and implementing a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation too, please email me at client.care@peoplenet.ltd.uk.
THE VIOLATION TRACKER - PART 1Organisations are often quick to showcase their responsible business achievements. But in some cases, there is another side to the story.This is why our special guest on the 'PAYING FOR GOOD' podcast this week S4 E5, Philip Mattera, set up the Violation Tracker in the US five years ago. Philip has, to date, recorded more than 400,000 cases, a quarter of which relate to:people not being paid their proper wagesworkplace safetygender and racial pay discriminationsmismanagement of pension plans.Aggregated penalties total around $38 billion!Your action takeaway:The Violation Tracker is free to search and display results, and Philip encourages you to use it to promote greater corporate responsibility. What does the tracker say about your organisation and those you invest in? What role can you play in addressing these transgressions?To find out more about how to design and implement a Responsible Reward strategy, the integration of remuneration and sustainability, in your organisation, please email me at client.care@peoplenet.ltd.uk.TO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Mary and Jaime about:why paying a fair share of tax is a material issue for investors, employees and consumersexamples of good practiceswho the bad guys are (yes, they are named in the podcast).Your action takeaways from Mary, Jaime and meAs an HR/reward professional:This episode relates to corporation tax-dodging, but the same thinking applies to income tax. The days of being ‘creative’ with remuneration packages and employee (re)locations have long gone and are being frowned upon by your stakeholders on whom your business’s existence relies. Check that all your employees are paying the right amount of tax, in the right place and at the right time.As a business:If you’re an organisation that is open, honest and transparent about your taxes, contact the Fair Tax Foundation to learn how to become certified.As an investor:Stand out from the competition by writing to your portfolio companies and asking them to pursue the Fair Tax Mark accreditation.1.       Learn about the SDGs and consider the role that you can play to support them.2.       Start taking action: determine your own priorities and where you can have most impact, and set ambitious sustainability targets using the Network tools.3.       Consider becoming a member of the UN Global Compact to network with other businesses and learn how they are tackling some of these challenges.To find out more about how to design and implement a Responsible Reward strategy in your organisation, please email me at client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Jessica about:the progress made on the SDGs so farthe performance gap between actions taken by businesses and those that are needed to achieve the SDGsthe $2.5 trillion investment gaphow to use the SDGs in your post-pandemic recovery to build back better.Your action takeaways from Jessica1.       Learn about the SDGs and consider the role that you can play to support them.2.       Start taking action: determine your own priorities and where you can have most impact, and set ambitious sustainability targets using the Network tools.3.       Consider becoming a member of the UN Global Compact to network with other businesses and learn how they are tackling some of these challenges.To find out more about Responsible Reward, please email me at client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Ruth about:the employee digital trust challengethe concept of self-sovereign identityhow to address the numeracy skill gap in HR.Your action takeaways from Ruth and meAs an employee:Understand your employer’s pay gap reports and corresponding action plans.As an employer:Remember that pay inequity is a high-risk approach that responsible investors look out for. It can damage your brand, your reputation and your ability to attract, motivate and retain talent, therefore affecting the sustainability of your business.As an investor:Keep your focus on the human capital metrics of your portfolio companies and ask the right questions to stamp out pay discrimination.   To find out more about Responsible Reward, please email me at client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, we go on a whistle-stop tour of past and pending sustainability and remuneration regulations in the banking sector with special guest, Piers Haben, Director at the European Banking Authority.Your action takeaways from Piers:1.    Understand the framework, metrics and disclosure requirements the EBA is creating to allow banks to identify where they are today and where they want to be in the future.2.    Create an appropriate ESG strategy.3.    Start thinking about how your remuneration framework supports your long-term ESG strategy.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode:I share with you a summary of what we covered in previous seasons 1, 2 and 3 of the podcastI highlight what's to come in this 4th seasonI remind you of the other resources available to you to design and implement a responsible reward strategy to integrate remuneration and sustainability: report, videos, masterclasses and workshops.Your action takeaway:Get involved in any way you can to make the achievement of global sustainability goals your daily reality: check out my resources highlighted in this episode, sign up for a free masterclass and join the workshops with your peers.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Philip about:the three principles of the Prompt Payment Codewhat happens to big businesses when they fail to pay on timewhat small businesses can do if they’re not being paid on time.Your action takeaway:Big businesses: Embrace your responsibility to help your small suppliers stay in business, which is important both for them and for you as a recipient of their services.Small businesses: Ask your big customers four questions: Who am I supplying? Invoice the right entity. When am I going to get paid? Agree this in writing. How am I going to be paid? Understand your clients’ payment systems. Where is my money? If you don’t get paid on time, chase your client! Investors: As a responsible investor, your reputation and that of your portfolio companies is at stake if they don’t pay their small suppliers on time. Use the Prompt Payment Code as a tool in your ESG (Environmental, Social and Governance) toolkit.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Georgia how tumelo provides:employees with transparency about where their work pension is investedinformation on what companies their pension is invested inscheme members with a voice about sustainability issues at those companies.Your action takeaway:HR/pensions professionals:Tumelo would love to hear about the challenges you encounter when engaging with pension scheme members because it helps the development of its platform. Investment professionals:Tumelo provides you with data from underlying investors on how to vote on live and contentious issues on their behalf. Why not set up a free trial on the tumelo platform?TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from James about:Why your supply chain impacts the sustainability of your businessHow to embed your sustainability agenda into your supply chainWhat sustainable IT procurement isYour action takeaway from James:Audit your list of suppliers. How many provide the same products and services? Having too many can be costly, so streamline the list as necessary, using your sustainability expectations and your suppliers’ credentials as selection criteria.From an IT point of view, consider hosting in the cloud to be more time and energy-efficient.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Henicka about:the types of claims Acas deals withwhat happens when claims don’t go to courtthe tools available to you to facilitate interactions in the workplace. Your action takeaway:Henicka has the following advice for you: As a manager Have conversations with your staff as soon as an issue comes up. Make yourself aware of your own policies and guidance and follow them. And learn from your past mistakes! As an employeeRaise issues with your manager early because what seems obvious to you might not have crossed their mind. Also, don’t make assumptions without knowing all the facts. There may be good reasons for the way things are, so ask questions. And lastly, as Ghandi said, “be the change you want to see in the world”. Bring a solution to the table because you might be the person with the best idea for resolving the issue at hand. As an HR professionalContinue speaking with your employees and managers and ask them what support they need right now.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode, you will learn from Pankaj:about the scopes 1, 2 and 3 types of emissionsthe Greenhouse Gas Protocol standards and tools available to you to identify and quantify your emissionsthe pitfalls to avoid when linking greenhouse gas emissions reduction and incentives.Your action takeaway:As a business: Consider linking your incentives to CO2 emission reductions. If you’re already doing so, well done! Don’t forget to use absolute greenhouse gas reduction metrics. Climate change and our ability to meet the 2015 Paris agreement to limit global warming to well below 2°C compared with pre-industrial levels are impacted by progress on absolute reductions – in other words, the reduction in the total amount of emissions. Some firms are focusing instead on intensity reduction, which refers to the amount of emissions compared to economic output such as the number of employees or revenue.As a responsible investor:You have a crucial role to play by quantifying the impact of your investments on greenhouse gas emissions. There is currently not enough transparency on this, despite the Greenhouse Gas Protocol making tools available to you.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode of the podcast, you will learn from Delilah about:the structure of private equity fund managers’ compensationthe internal impact it has on private equity firms themselvesthe external impact it has on portfolio companiesYour action takeaway:Delilah calls for:responsible private equity investment firms to practise what they preach by setting up profit share and equity ownership plans in their portfolio companies so that all employees can benefit from the value they generateprivate and institutional investors to demand more transparency on private equity compensation structures as part of their due diligence process. This is a very important point that we’ve made on previous podcast episodes.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode of the podcast, you will learn from Manuela about:the various types of customer-related metricswhat the ‘customer journey’ actually isthe role of third-party ratings agencies in our decision-making process.Your action takeaway:To improve the customer experience, Manuela advises adopting the following five-point approach:1.       Measure the customer experience.2.       Measure the outcomes from the customer’s point of view.3.       Determine how each part of the organisation can improve the customer experience.4.       Measure progress over time.5.       Put an action plan together to improve.TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
WHO ARE YOUR KEY WORKERS?In this episode of the 'PAYING FOR GOOD' podcast, you will learn from Emily about the business benefits of joining the 7,000 organisations already accredited by the Living Wage foundation:> to you as an employer, even if you’re already paying at or above the real living wage> to your employees and customers> to your investors. Your action takeaway:Emily encourages all businesses that can afford it to pay the real living wage. Information on how to become accredited by the Living Wage Foundation, case studies and the investor toolkit are available on its website. https://www.livingwage.org.uk/TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
In this episode of the 'PAYING FOR GOOD' podcast, you will learn from Alexandra about: the six pillars of the index methodology: justice, climate, good business, equality, skills and povertythe winners, movers-up and laggards in the index what the winners have in common. Your action takeaway:Alexandra advocates more transparent ESG disclosures and actions. Like me, she also believes that linking your sustainability agenda to your remuneration policy is a catalyst for real progress towards achieving the UN Sustainable Development Goals by 2030. So, how will you improve your ESG disclosures and link them to your remuneration policy?TO CONTINUE THIS CONVERSATION, PLEASE EMAIL ME AT client.care@peoplenet.ltd.ukTO GET EACH EPISODE OF THIS PODCAST STRAIGHT TO YOUR INBOX, PLEASE SUBSCRIBE HERE: https://www.peoplenet.ltd.uk/newsletter/
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