Engaging team in #sustainabledevelopment is not just the latest trend, it's an essential shift in many ways. But there is still a significant lack of support and it's no longer just a question of #learning, but also of #teaching.

Numerous initiatives have been launched, such as the
@climatefresk ,
@2030SDGgame and
@damtower.
Their success is undeniable, with millions of participants across Europe and the world.

These are effective ways of getting teams excited about the company's mission. Sustainable development attracts the best talent. Young people looking for work today want to work for companies that care about the #planet and #society. Show them that you're on the same wavelength and you'll be a more attractive employer.

Sustainability isn't just about being green, it's a smart business approach. These #workshops are proof that it's a win-win approach that engages teams, attracts the best talent and creates a self-sustaining cycle of #positivechange and #innovation. Every day that passes adds to the regulatory and societal burden, so don't delay, get on board!

The Pope caused a sensation by publicly expressing his support for migrants and our obligation to welcome them in Marseille. Above and beyond any religious conviction, he is taking a stance on climate change and our social responsibility in the run-up to COP 28. Worth reading:

“It is no longer possible to doubt the human – ‘anthropic’ – origin of climate change …/… For when human beings claim to take God’s place, they become their own worst enemies. …/… There are no lasting changes without cultural changes, without a maturing of lifestyles and convictions within societies, and there are no cultural changes without personal changes”

“Laudate Deum”: the Pope’s cry for a response to the climate crisis - Vatican News

Summer is the perfect time to take a step back, see things from a distance and consider future decisions. Disconnect, they say? For me, never completely. The little song of continuous improvement, of listening to what's going well and what's not, never completely switches off. I've tried two approaches to dealing with it. The first is to ignore it, and then it turns into anxiety. The second is to listen to it and turn it into action. That's what I did this summer.

The climate fresc. Climate Fresk. Before the summer, I had taken part in this great movement of education and awareness. I was enthusiastic about many aspects of the process. Apparently I'm not the only one, with over a million people taking part. This time I decided to become a player and went through the steps to become a facilitator. It's an excellent tool for individuals and businesses to get the teams started on climate change. Simple, participative and educational, its success is no accident. For damtower customers, it's a first step towards business transformation.

SDG Game 2030. 2030 SDGs GAME This time we're heading for Japan, where this interactive workshop was created. It is much more wide-ranging, covering the three aspects of sustainable development: People, Planet, Profit. It puts everyone in a position to act on the 17 goals defined by the Global Compact. Once again, I was seduced by the methodology. It encourages reflection and commitment. It is perfectly in line with damtower's ambitions and acts as a trigger, an emulator and a facilitator for producing solutions.

In addition to the 7 weddings I took part in this summer and the great weather, I'm very proud to now be able to offer these two approaches. The music of continuous improvement has, for a while, lost its intensity.

See you soon for new exciting experiences together.

Benoit Montet COO

In the ever-evolving landscape of corporate practices, sustainable development has emerged as a central concern for companies worldwide. As they strive to adopt more environmentally, socially, and economically responsible approaches, the year 2023 sets the stage for key trends that will guide these efforts and shape corporate strategies. These trends can be broadly categorized into three main areas: people trends, legal trends, and environmental trends, each carrying significant implications for sustainable business practices. While the following list is not exhaustive, it presents a comprehensive overview of these trends and their far-reaching impact. 

Human-related trends (soft): 

• Training employees in environmental objectives: Recognizing the importance of environmental awareness, companies are increasingly investing in training programs to equip their workforce with the knowledge and skills needed to support corporate social responsibility (CSR) objectives. By mobilizing employees' expertise and garnering their support, companies can foster a culture of environmental consciousness. 
• Occupational health prevention: Prioritizing employee well-being, companies are paying closer attention to working conditions and proactively addressing changes in employees' health status. Measures such as training on occupational risks, risk prevention, and assessment are being implemented to ensure a safe and healthy working environment. 
• Management commitment: Managers play a pivotal role in aligning business decisions with the challenges of sustainable development. Recognizing this, companies are focusing on training their managers to acquire the necessary knowledge and skills to guide their organizations towards more sustainable practices. 

Legal trends (reporting) and green finance: 

• Extra-financial reporting: Starting from 2023, listed companies and those meeting specific financial thresholds will be obligated to publish extra-financial reports that showcase their CSR actions and initiatives. This move emphasizes the growing importance of transparency and accountability in corporate sustainability practices. 
• Green finance and taxonomy: The adoption of green finance mechanisms is gaining momentum, with an increasing number of companies turning to sustainable financing options. The implementation of green taxonomy facilitates the assessment of economic activities' sustainability and encourages financial institutions to prioritize investments in projects aligned with a sustainable transition trajectory. 
• Duty of care: Companies are now bound by a duty of care, necessitating their vigilance in ensuring compliance with social and environmental regulations by their business partners. This requirement enhances supply chain transparency and accountability. 

Environmental trends: 

• Responsible communication: To build trust and credibility, companies must adopt responsible, transparent, and verifiable communication practices. This includes justifying claims of carbon neutrality, disclosing the use of recycled materials, providing information about hazardous substances, and sharing details on product recyclability. 
• Energy efficiency: Companies committed to CSR policies prioritize reducing energy consumption and combating waste. Practical measures such as optimizing heating systems, unplugging unused appliances, and promoting sustainable transportation are being implemented to achieve these objectives. 
• Preservation of biodiversity: In the wake of COP15, the preservation of biodiversity has regained prominence on the corporate agenda. Companies are integrating biodiversity protection into their environmental action plans by implementing concrete measures to preserve ecosystems and the diversity of species. 
• Construction of sustainable buildings: New regulations are driving the construction industry to focus on energy-efficient practices. Housing information booklets are now mandated to improve the energy performance of new buildings and encourage the installation of active energy management equipment. 

The years ahead hold promise, with companies increasingly committed to responsible business practices. The identified key trends underscore the growing importance of addressing human, legal, financial, and environmental aspects in corporate strategies. However, it is crucial to remain vigilant against potential greenwashing practices, especially when companies in the global North outsource production to countries in the global South. These nations face multifaceted socio-economic and environmental challenges, along with political, economic, and financial pressures from their clients in Western and Asian markets. 

Creating a sustainable future requires collective will and commitment atall levels. Overcoming present challenges and embracing collaborative and inclusive approaches will enable us to build a more equitable, resilient, and sustainable future for generations to come. 

In the realm of business, labeling a company can prove to be a valuable process for enhancing performance in areas such as sustainable development, social responsibility, quality, and safety. However, determining whether the outcomes of a certification should be shared with a company's employees is contingent upon various factors, including organizational culture, company size, certification objectives, and the sensitivity of the data involved.

Let's delve into the potential positive and negative effects that arise from sharing the results of a labeling exercise with employees:

Positive Effects:

1. Increased Awareness: By sharing the labeling results, employees can gain heightened awareness of crucial environmental, social, and safety issues, which in turn can foster a sense of responsibility and encourage them to take appropriate actions.
2. Employee Commitment: When a company places value on labeling and embraces the associated values, employees may develop a sense of pride and commitment towards their organization. This, in turn, strengthens their sense of belonging and motivates them to actively contribute to the company's sustainable development.
3. Improved Performance: The labeling results provide employees with a clearer understanding of the company's expectations regarding quality, safety, and sustainability. This comprehension can lead to enhanced individual and collective performance, as employees align their actions with these expectations.

Negative Effects:

1. Disclosure of Sensitive Data: If the labeling results encompass confidential information such as financial data, business strategies, or proprietary knowledge, sharing this information with employees may pose a risk to the company's confidentiality.
2. Lack of Interest or Understanding: It is plausible that employees may not demonstrate a keen interest in or fully grasp the significance of the labeling results, potentially causing them to overlook these outcomes in their day-to-day work.
3. Negative Reactions: In the event that the labeling results fall short of expectations, employees may react unfavorably and question the company's commitment to sustainable development, raising doubts about the organization's integrity.

The decision of whether or not to disseminate certification results to employees hinges on the company's objectives, organizational culture, and the associated risks entailed in divulging sensitive information. If the choice is made to share these results, it is essential to adopt a transparent and educational approach, ensuring that employees comprehend and integrate the findings into their daily work. We eagerly anticipate your valuable insights on this matter!

Carbon neutrality and global sustainability are critical issues facing society and it is essential for all employees in organizations to be trained and engaged in addressing these challenges. Here are ten reasons why all employees should be trained and engaged to face the challenge of carbon neutrality and global sustainability:  Chose one and contact us ! : 

1. Corporate responsibility: As part of their corporate social responsibility, companies have a duty to contribute to global sustainability by reducing their carbon footprint and promoting sustainable practices. Engaging and training employees in this effort will ensure that the company can meet its sustainability goals. 

2. Competitive advantage: Companies that are committed to carbon neutrality and global sustainability will have a competitive advantage over those that are not. Engaging and training employees to implement sustainable practices can give a company a reputation for environmental responsibility, which can attract customers and investors. 

3. Cost savings: Implementing sustainable practices can save companies money in the long run by reducing energy and resource consumption. Training employees to be more environmentally conscious can lead to reduced waste and increased efficiency, resulting in cost savings. 

4. Employee engagement: Engaging employees in sustainability efforts can increase their job satisfaction and motivation. When employees feel that they are contributing to a greater cause, they are more likely to be engaged and committed to their work. 

5. Attraction and retention of talent: Millennial and Gen Z employees are increasingly prioritizing environmental responsibility in their job search. Companies that prioritize sustainability and engage employees in these efforts are more likely to attract and retain top talent. 

6. Regulatory compliance: Governments around the world are increasingly implementing regulations to reduce carbon emissions and promote sustainability. Engaging and training employees in sustainable practices can help companies stay ahead of regulatory requirements. 

7. 0A company's brand image is closely tied to its environmental reputation. Engaging and training employees to promote sustainability can help build a positive brand image and differentiate the company from competitors. 

8. Innovation: Engaging employees in sustainability efforts can lead to innovation and new ideas. By encouraging employees to think creatively about sustainable practices, companies can identify new opportunities to reduce their carbon footprint and improve their environmental impact. 

9. Supply chain management: Companies are increasingly being held accountable for the sustainability of their entire supply chain. Engaging and training employees to promote sustainability can help ensure that suppliers are also meeting sustainable standards. 

10. Future-proofing: Carbon neutrality and global sustainability are long-term challenges that will require ongoing efforts. Engaging and training employees to promote sustainability can help companies future-proof their operations and ensure their continued success in a changing world. 

In conclusion, training and engaging all employees to face the challenge of carbon neutrality and global sustainability is critical for companies to achieve their sustainability goals, gain a competitive advantage, save costs, improve employee engagement and satisfaction, attract and retain top talent, stay ahead of regulatory requirements, build a positive brand image, foster innovation, ensure sustainable supply chain management, and future-proof their operations. 

by Benoit Montet.

There are a variety of reasons why employees may not be engaged in sustainability in their own companies. Some of the most common reasons include a lack of understanding of the importance of sustainability, a lack of incentives or recognition for sustainability efforts, a lack of resources or support from management, and a lack of clear goals or objectives for sustainability initiatives. Additionally, some employees may feel that sustainability initiatives are not relevant to their job or that they do not have the necessary skills or knowledge to contribute. Finally,

One way to engage them through their own initiatives is to provide them with resources and support to help them achieve their goals. This could include providing them with access to mentors, providing them with educational materials, or offering them opportunities to participate in activities that are related to their interests. Additionally, it is important to listen to their ideas and feedback and to provide them with a platform to share their ideas and experiences. Finally, it is important to recognize their efforts and celebrate their successes.

Are your employees also doubtfull about your Sustainability report?

Adopt the damtower methodology to engage from the bottom-up and accelerate the adoption of your Sustaianble strategy

The topic of sustainable development in companies has become THE main priority for all stakeholders. In parallel, a silent revolution has taken place. Companies have refocused on their core business. They outsourced a large part of their operations and the share of service providers increased by double digits in all industries in Europe and the US. From now on, companies operate as a network, managing purchasing, production and distribution in project mode. In the computation of added value, certain subcontractors, service providers or partners have become strategic. Losing one of them can have more impact than losing a few good employees. 

Despite this new context, traditional HR is still too often focus on employees, those who have an employment contract. As a result, everything external escapes the HR department. However, HR itself has contributed to reducing its own scope by outsourcing payroll, accounting, IT and many other services. It is now purchasing that hand over in the relationship with third-party employees, with all that this implies. 

It then becomes easy for HR to show a nice scorecard on social issues, but this is an illusion. In the company's new obligations, sustainable development encompasses three major concepts: environmental, social and governance. As social is one of the components of the whole, HR should be linked to sustainable development.

Have a look at a nice article from CB Bhattacharya , who in 2018 yet was covering the topic.

Companies that are winning the sustainability battle have created the conditions for their stakeholders to own sustainability. In these companies, sustainability is not someone else’s problem.

Contact us to know more about our methodology.

How to Make Sustainability Every Employee’s Responsibility (hbr.org)

Ask an old Amsterdam citizen what he thinks of his city by asking him in his street. He will tell you that the quays are collapsing due to lack of maintenance that the city is rotten with tourists, that everything is artificial, that the streets stink of weed.... Take this same Amsterdam man and put him in Dijon. Ask a Frenchman to ask him the same question. His answer will be, that Amsterdam is the heart of the world, a city that is easy to live in, free of car pollution, where everything is easily accessible, where there is more freedom than elsewhere.

What happened? In the first case, by transposing, it is the opinion of an employee in his company, who talks to his colleagues, in the second case it is the same employee who talks about his company to his family, friends, customers or suppliers. The goal of damtower is, through the workshop, to recreate the conditions for the recognition of the pride and belonging reflex of employees by giving them societal tools and arguments.

Another transposition. Almost all the readers of the sustainable development reports of large companies are carried by the communications department. It emerges that these reports are perceived as advertising and promotional tools, which are not necessarily very credible and even encourage greenwashing by employees. Yet the company has often invested time and money in these measures. Those who are most keen to talk about it are those who have participated in its development and have taken the initiatives.

damtower's proposal is to ensure that these initiatives are owned by as many people as possible through the workshops.

By Benoit Montet