Chief Human Resource Officer (CHRO)
Often the CHRO’s key role is understood as playing a key role in monitoring the company’s human capital and diversity, equity and inclusion (DEI) policies as it relates to ESG risks. However, CHROs can play a much broader role in ESG risk strategy.
What are the top 3 things the CHRO should activate immediately?
What are the CHRO’s key considerations with respect to ESG risk?
CHROs can join C-suite colleagues at the tip of the spear by addressing risks related to the decarbonization of the organization by developing processes and policies to enable effective, long-term remote working models. They can play a role in reducing carbon emissions from vehicles and updating performance measurement to evaluate an individual’s contribution to the ESG goals of the organization. They can also update learning and development career journey maps to incorporate ESG topics that are aligned to the organization’s mission and targets.
The CHRO can support the company’s objective with the DEI agenda by ensuring job postings are written in a way that attracts applicants from different backgrounds.
Lead by example
The CHRO can lead the DEI mandate by ensuring his/her team reflects the DEI goals of the organization. This could include having more underrepresented populations than the organization’s DEI goals in the HR organization. This will also bring diversity of thought and action when developing/updating HR policies and procedures, job postings, and new working models.