Corporate Social Responsibility (CSR) initiatives have long ceased to be about image.
CSR is an important step towards the sustainable development of a company and its ability to remain competitive in the future. When it comes to setting up a sustainable human resources strategy, it is becoming increasingly important to broaden one’s own perspective and carry out “responsible recruiting”.
The importance of this issue for society as a whole is demonstrated by the fact that the United Nations is committed to this issue and has developed an action plan.
The UN Action Plan: “Transforming our world: the 2030 Agenda for Sustainable Development” was presented at the General Assembly of the United Nations Conference on Sustainable Development in Rio in 2015. This action plan is also known as the Sustainable Development Goals (SDGs). The action plan was also taken up by the German government.
There are several reasons why it pays to rely on experience in recruiting. WisR has dedicated itself to the topics of labour shortages, demographic change, and working in old age, providing companies with the right answers and solutions.
Sub-goal: By 2030, reduce by at least half the proportion of men, women, and children living in poverty as defined by national poverty lines.
Let’s use Austria as an example: 17% of Austrian women over 65 were living below the poverty line in 2017 and despite having a strong educational background, were dependent on help from the state. On average, women receive EUR 824.00 less per month than men in pension payments, which is a difference of almost 43% (Source: Statistik Austria). This problem will be exacerbated by demographic change and there is still a lack of sustainable solutions that will prevent the gap from widening further.
WisR is a lever for combating poverty in old age. We focus on older people and help them to continue working. WisR helps to remove barriers such as stereotypes and prejudices. We are the first point of contact in this age segment.
ROI: The engagement of experienced workers for projects, part-time, freelance or full-time work, can help those affected by poverty in old age earn extra money. By sourcing candidates through WisR, you can help your company fulfill SDG 1.
Sub-goal: Reduce depression in old age caused by social isolation and loss of identity with retirement.
Retirement hits many people hard. Social isolation, the loss of identity and self-esteem, and the feeling of no longer being needed lead very often to depression, susceptibility to disease, and rapid deterioration of mental abilities.
At the same time, the current average retirement age in Germany (63 years) is one of the lowest in Europe even though a 60-year-old person today has the biological age of a 40-year-old person 100 years ago.
We know that half of the people in German-speaking areas would like to stay active in retirement by working with younger generations, passing on their knowledge and experience, and learning new things. (Source: Federal Institute for Population Research: Working in Retirement (in German)).
ROI: Meaningful activities, social interactions, and active participation in the labour market keep an ageing society healthier by preventing depression in old age while at the same time relieving our health and social system.
The transfer of knowledge between generations is one of the essential factors for success within the framework of successful and sustainable corporate management. Due to our increasingly digitally focused world, as well as the lack of mutually shared concepts and structures across generations, the gap between generations is widening more and more.
According to the study “Social Separation of Old and Young: A Root of Ageism”, which countains data sets from the US and the Netherlands, only 3% of young adults have conversations with people over the age of 53 outside their family and vice versa.
The lack of willingness to exchange ideas with other age groups has serious consequences for the transfer of knowledge within a company. Young professionals, apprentices, and young managers who lack experience and skills in many situations work with an older generation who are often overwhelmed by the rapid development of modern technology.
With the retirement of older employees and valuable specialists, companies are not solving this issue but losing valuable knowledge and expertise.
WisR stands for the reintegration of older people and the active promotion of intergenerational knowledge exchange. Companies can create an inclusive environment where lifelong learning, intergenerational knowledge transfer, and growth are promoted in all phases of life. Every phase of life is important. Every phase of life has its strengths and every person has the potential to learn new things and bring them to a company.
ROI: With WisRConnected, companies can create their own talent pools to bring back experienced ex-employees.
Sub-goal: Achieve higher economic productivity through diversification, technological modernisation and innovation, and the concentration on high value-added and labour-intensive sectors.
Companies that incorporate diversity into their operations are much more successful. Research (e.g. Roland Berger (in German), McKinsey (in German), Deloitte, BCG) shows that diversity is not just an action of good-will but is an absolute necessity for a future-oriented and sustainable corporate strategy.
The diversity of personnel in organisations leads to clear economic advantages: Cross-generational teams are more productive, perform better, find more creative solutions, complement each other in their competencies and learn from each other. This synergy significantly contributes to a positive corporate culture and an increase in performance within companies and is therefore an opportunity for economic growth.
In view of the labour shortage problem, the retirement of the baby boomer generation in combination with the already limited talent pool that currently exists shows the increasing need for older generations and their experience.
Sub-goal: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
Companies that guarantee equal opportunity for all commit themselves to SDG 10. They work actively to eliminate discriminatory practices and promote these sorts of measures.
Sub-goal: Support and promote the creation of effective public, public-private and civil society partnerships, building on the experience and funding strategies of existing partnerships.
The last on the list of sustainable development goals is also the integration of all the SDGs and a call for cooperation. Only together can we ensure sustainable development. We are stronger together and things are easier because together, we profit from each other’s abilities.
A cooperation with WisR is a cooperation for the future. The Return on Impact is obvious.
By including older and more experienced staff for project-based, part-time, or seasonal jobs, you can fulfill multiple SDGs at once.
By offering meaningful activities and active participation in the labour market, you can help in keeping an ageing society healthier, preventing depression, and relieving the pressure on our health and social system. By promoting intergenerational exchange, you promote lifelong learning and intergenerational knowledge transfer.
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Glossary: What are the SDGs?
SDG1: No poverty
SDG2: Zero hunger
SDG3: Good health and well-being
SDG4: Quality education
SDG5: Gender equality
SDG6: Clean water and sanitation
SDG7: Affordable and clean energy
SDG8: Decent work and economic growth
SDG9: Industry, innovation, and infrastructure
SDG10: Reduced inequalities
SDG11: Sustainable cities and communities
SDG12: Responsible consumption and production
SDG13: Climate action
SDG14: Life below water
SDG15: Life on Land
SDG16: Peace, justice, and strong institutions
SDG17: Partnerships for the goals