Principles of ESG: strategies for accountancy and finance practices

Of the many pressures facing business leaders, implementing environmental, social and governance (ESG) strategies is uppermost. As financial organizations grapple with the seeming intangibilities of the subject, let’s look at current integration challenges and what to expect on the road ahead.

4 mins read
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about 1 year ago

In recent years, corporate transparency has become an integral part of business operations. Through the ESG umbrella – which incorporates environmental impact, a company’s contribution to society and ethical practices - businesses are now held accountable for not just their leadership style but also how they interact with employees in terms of duty of care and initiatives that benefit both local as well global communities such as apprenticeship schemes or charity work.

As the business world shifts towards more ESG-focused practices, accountancy and finance firms have been put under close scrutiny to ensure they are keeping up with global standards.

Educating themselves on this evolving concept is essential for professionals in these fields if they wish to provide sound advice so their clients can maximize success by demonstrating their commitment to making positive change.

ESG reporting: setting the standard

The Financial Reporting Council (FRC) – regulator of auditors, accountants and actuaries – has recently published the first in a series of three reports on improving ESG data production. This report outlines how businesses can identify and collect relevant information, make operational changes from their findings, and share knowledge with stakeholders via an yet-to-be specified universal standard. Ultimately these steps will help companies establish best practices for producing robust environmental, social and corporate governance reporting that must be adhered to going forward.

Investors, consumers, and other interested parties now have access to the International Sustainability Standards Board (ISSB) – a library of detailed ESG reporting standards from the International Financial Reporting Standards Foundation. Through this system, companies can be assessed against global sustainability criteria so stakeholders make well-informed decisions with confidence before engaging them or assessing their competitors' progress.

The FRC is taking action to ensure ESG data production meets rigorous codes, standards and expectations that will positively influence strategic decision-making.

These developments are set to save time and money while uncovering areas such as supply chain risk analysis, sustainability opportunities, employee wellbeing initiatives and energy consumption levels. Additionally this forward thinking approach promises organizations greater assurance in these increasingly vital areas of business operations.

ESG data: why we need it

In their work, the FRC has identified three elements of ESG data production to explore the current landscape, the challenges, and positive actions to address them:

  • Motivation – what motivates the company to collect ESG data and how does it identify what is needed?

  • Method – how is ESG data collected?

  • Meaning – how is the data used within the company and how does it impact decision-making?

In a podcast ‘Improving ESG data production’, Phil Fitz-Gerald, Financial Reporting Lab Director at FRC, said: “Company systems and controls [for ESG data] are not as mature, perhaps, as for more established financial data. This is about companies organizing themselves to produce data they can rely on in the same way they have for financial data.

“Companies need to think about where they’re setting long-term targets or making adjustments to their business model or strategy, and how they are going to measure the success of that in a consistent way over a period of time. I think in collating ESG data, or developing company systems and controls around it, companies can learn a lot from the way financial data has been processed in the past. In doing that we’ve heard from companies that there’s a much closer relationship between finance and sustainability teams in order to enhance the processes and controls and the connections between the data.”

ESG data: collection strategies

Financial organisations face a unique challenge in addressing climate risk - the lack of available relevant data. But KPMG, one of the Big Four accounting firms is taking big strides to tackle this head on and setting an example for others to follow with their advice-based approach.

The firm’s Paul Henninger, Head of Connected Technology in the UK, said: “To progress the ESG data conversation, KPMG have collaborated with Google Cloud to develop a [Closing the disconnect in ESG data – Financial Services] report that looks at today’s ESG landscape and dive into some of the data challenges that businesses face. Within this, we look at why financial service firms desperately need more ESG data, where they currently lack the data and analysis they crave, and how they might begin to close some of these gaps. A good starting point is to look at existing systems and processes. Legacy systems and records that are out of date are already driving remedial actions. Inconsistency, a lack of standardisation, self-assessed disclosure and patchy coverage are all big issues when gathering and comparing data. As we dig deeper into these problems, we gain a better understanding of the problems and we start to create a roadmap to the answers.”

As KPMG’s report states: “The business case for transforming ESG data capabilities is compelling. Financial institutions have an opportunity to secure competitive advantage while simultaneously improving their chances of delivering positive societal outcomes.

“Perhaps most excitingly of all, ESG data transformation creates opportunities for financial institutions to build new value propositions – to develop new products and solutions for clients that add value and drive revenue growth.”

To find your next accountancy role, or the best candidates to fill your open position(s), contact us.

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Employee monitoring: a guide to best practices
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Employee monitoring: a guide to best practices

​Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

Workplace monitoring: guidance for your organisation
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Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

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How to become a marketing executive
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How to become a marketing executive

​Are you wondering how to become a marketing executive? This article provides you with all the information you need to start your career journey.

What is a marketing executive?

A marketing executive is a key member of a marketing team and is often responsible for developing and implementing marketing campaigns to promote the company's products or services. They work closely with other teams, such as sales, product development, and advertising, to ensure cohesive messaging and strategic alignment. Marketing executives analyze market trends, conduct market research, and utilize various channels, including digital platforms, traditional media, and events, to reach target audiences and achieve marketing objectives.

A marketing executive career is best suited to those with a creative mindset, strong communication skills, and a passion for strategic planning. Adaptability, analytical thinking, and the ability to thrive in a fast-paced environment are also crucial attributes for success in this role.

Types of marketing executive

Marketing executives can specialize in various areas, including:

Digital marketing executive

Focuses on online channels such as paid social media, email marketing, search engine optimization (SEO), and pay-per-click (PPC) advertising.

Brand marketing executive

Concentrates on building and managing the brand’s identity, including brand messaging, visual assets, and brand consistency across all touchpoints.

Content marketing executive

Creates and distributes valuable, relevant content to attract and engage target audiences, often through blog posts, articles, videos, and infographics.

Product marketing executive

Works closely with product development teams to understand product features, benefits, and target markets, and develops marketing strategies to drive product adoption and sales.

What do you need to become a marketing executive

Here are the marketing executive qualifications that you will need to obtain for the role:

Academic qualifications

While a degree in marketing, business, or a related field is beneficial, practical experience and demonstrable skills are often equally important, so a degree is not always necessary.

Professional qualifications

Many employers look for candidates with internship experience, relevant certifications (such as Google Analytics or HubSpot), and a strong understanding of marketing principles and techniques.

Skills and experience

Key skills for marketing executives include creativity, strategic thinking, attention to detail, and proficiency in digital marketing tools and platforms.

Marketing executive role and responsibilities

What does a marketing executive do? Well, the role varies depending on the organization and industry, but marketing executive responsibilities typically include:

  • Developing and executing marketing strategies to meet business objectives

  • Conducting market research to identify target audiences, market trends, and competitors

  • Creating compelling content and promotional materials across various channels

  • Managing social media accounts and engaging with followers

  • Analyzing campaign performance and optimizing strategies based on data insights

  • Collaborating with cross-functional teams, such as sales, to ensure alignment and integration of marketing efforts

Marketing executives typically work standard office hours, although overtime may be required during busy periods or when deadlines are approaching. Salaries for marketing executives in the US vary depending on factors such as location, experience, and industry sector.

Entry-level positions may start at around $30,000 per year, while experienced and senior marketing executives can earn around $60,000 per year.

Marketing executive career prospects

As businesses continue to prioritize digital marketing and data-driven decision-making, the demand for skilled marketing executives is expected to remain high. Experienced professionals may advance to senior management positions, from senior marketing executive, content marketing manager, head of digital marketing, up to marketing director. Continuing education, staying updated on industry trends, and networking within the marketing community can enhance career prospects and open new opportunities.

In conclusion, becoming a marketing executive requires a combination of education, practical experience, and essential skills. With the right qualifications and dedication, aspiring marketers can embark on a rewarding career path with ample opportunities for growth and advancement.

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