Month: January 2024

We enhance consumer satisfaction by delivering purpose-driven and personalized brands, creating more engaging innovation platforms and providing improved shopping experiences. With an innovation focus that extends beyond our products to our supply chain, packaging and business models, we’re tapping technology for better insights and agility and to deliver frictionless brand experiences.

FY23 HIGHLIGHTS

Introduced innovation across all major brands, including Clorox, Fresh Step and Glad, that meets consumers’ needs and supports their well-being.Nearly reached our 2025 goal of knowing 100 million consumers, helping us gain better insights and improve marketing ROI through greater personalization.Launched partnership innovations with Hamilton Beach Brands Inc., including Clorox Air Purifiers that help remove particulates in the air and Brita Hub Countertop Water Filtration Appliances designed to reduce over 70 contaminants* to deliver superior hydration in an innovative and convenient format.Unveiled first-ever direct-to-consumer site at Clorox.com that simplifies shopping for the next generation of consumers, while providing data to personalize consumer experiences, gathering insights to deepen brand loyalty and increasing consumer spending in national scaled marketing and promotion efforts.Increased participation on Amazon and Walmart.com to offer a wider assortment of products directly to consumers.Achieved 88% of our 2025 circular economy goal for 100% recyclable, reusable or compostable packaging by rolling out more products that enable consumers to easily remove nonrecyclable labels that inhibit recyclability of packaging, including bottles, closures and triggers.

* Visit www.brita.com/performance-data for more details. Substances reduced may not be in all users’ water.

AMPLIFYING SELF-CARE & LOVE 
Burt’s Bees strives to provide naturally sourced, sustainable products that consumers can feel good about. That’s why the brand teamed up with author and poet Cleo Wade to create a curated gift collection born out of a mutual appreciation for self-care, empowerment and a deep love for people and the planet. Available exclusively at Target, the program reached an important multicultural, NextGen consumer and resulted in a 20% year-over-year increase in sales for the brand’s Target Holiday Program.

View the full 2023 Annual Report. 

​A total of 49 per cent of respondents from Asia who took part in The 2023/24 Sustainability Census expressed a desire to acquire specialised skills as the sustainability domain continues its rapid growth.

This section of the survey looked at where ideal increased spending budgets for each region should be directed, with the data highlighting Asia’s significant variations in preferences compared to North America and the UK.

These professionals were asked “If you had an increase in budget for sustainability/ESG/impact within your business, where would you want to focus your spend to deliver the most impact?”

Despite these diversified spending preferences, a common denominator among organisations across the globe was the aspiration to invest in specialised skills, demonstrating the acute awareness of the expanding sustainability landscape.

Pat Dwyer, Founder & Director, The Purpose Business, contributed her insights for this section of the report (p. 18), noting: “Most tellingly, 49 per cent of respondents have also expressed a desire to augment their teams with specialised skillsets. Clearly then, there’s a greater need than ever, for continued sustainability resourcing. But, how? What is the optimal way of skilling up, when we have to right-size it for an organisation?

“There’s no ‘one size fits all’ to capacity and skills-building. Get the right help at the right time. Make it local – and demand value from your partners.”

Paddy Balfour, Executive Director, Acre APAC, said: “We have undoubtedly seen an evolution from first-generation generalist sustainability hires to a focus on specialists with the ability to add value in a more sophisticated corporate sustainability landscape.”

For further information about this and other findings from the sustainability survey, including how 65 per cent of organisations worldwide have made public commitments to sustainability, please click here to download a free copy of the full Acre Census 2023 report.

About Acre

At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.

Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.

Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.

We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.

Acre. Making companies ready for tomorrow.

Environmental, Health, and Safety (EHS) professionals play a pivotal role in maintaining workplace safety, often navigating complex regulations and hazardous environments to protect others. When workplace accidents occur, EHS professionals not only grapple with the immediate logistical challenges but also face profound emotional repercussions.

The aftermath of these incidents can lead to feelings of guilt and anxiety as well as long-term stress. As an EHS leader, understanding these emotional challenges is crucial for developing strategies to support yourself and your team, ensuring everyone’s well-being as they safeguard others in the workplace.

The Weight of Responsibility on EHS Shoulders 

“Acknowledging your emotions is a powerful part of the healing process. If we allow ourselves to feel our feelings, they will guide our future decisions.” – Nicole Stempak, EHS Today Managing Editor

EHS professionals shoulder a substantial responsibility in ensuring a safe and compliant workplace. Your role spans a wide range of tasks, including conducting risk assessments, providing safety training, and implementing compliance protocols and emergency plans.

Yet, the effects of workplace accidents go far beyond immediate response and remediation. Such incidents can profoundly impact both your personal and professional life. You may wrestle with feelings of guilt or anxiety, pondering if more could have been done to prevent the accident. Professionally, you face increased scrutiny from management, regulatory bodies, and peers, coupled with the responsibility of leading investigations and devising corrective measures. This dual burden can lead to stress and potential burnout if not properly addressed.

Mitigating Emotional Stress in EHS Employees 

In your role as an EHS leader, recognizing and managing the emotional aspects of your team’s work is as vital as overseeing their physical safety.

Establishing protocols for post-incident emotional support 

A structured post-incident emotional support protocol should be in place, activating immediately after an incident. This can be incorporated into a site’s Emergency Response Plan or part of the incident investigation process. This protocol includes providing immediate support and counseling services to affected EHS employees. These services are critical in helping employees process the incident, mitigate stress, and recover emotionally.

The protocol should also encompass options for both individual and group debriefings, conducted by trained mental health professionals. These debriefings offer a safe space for employees to express their feelings and receive professional guidance. Group sessions can be particularly beneficial, as they allow employees to share experiences and support each other.

Furthermore, it’s essential to ensure that these support services are easily accessible to all employees, regardless of their role or the extent of their exposure to the incident. Accessibility is key in ensuring that every employee who needs support can receive it promptly and without obstacles.

Implementing these measures ensures your EHS team has the emotional support needed to bolster their resilience and well-being in the aftermath of stressful or traumatic incidents.

Training and awareness programs for recognizing and managing stress 

In order to effectively manage stress among your EHS employees, be sure to implement training and awareness programs. These programs should include regular training sessions specifically tailored for EHS roles, focusing on recognizing signs of stress and emotional burnout.

Another important aspect is fostering a workplace culture that openly discusses mental health and stress. This approach helps in reducing the stigma often associated with these topics. Encouraging open discussions and early intervention can create a more supportive and understanding work environment, where employees feel comfortable seeking help and addressing their mental health needs. Such a culture not only benefits individual employees but also contributes to a more productive and positive workplace overall.

Building Organizational Support Systems 

Much of the groundwork you do for the well-being of your whole organization will also positively impact outcomes for your EHS team. 

Maintaining open communication channels with management helps ensure the mental health needs of your EHS team and organizational workforce are being met. This openness allows employees to freely discuss their concerns and suggestions related to mental health in the workplace. It’s vital for employees to feel comfortable and safe when sharing their thoughts and challenges with their supervisors or HR representatives. This open dialogue not only aids in addressing immediate concerns but also contributes to a culture of transparency and trust within the organization, promoting a healthier, more inclusive workplace.

Another way to foster a supportive work environment is through Employee Assistance Programs (EAPs). These programs, generally managed by Human Resources of a company, encompass a variety of services, including confidential counseling, which helps employees address issues like stress, family difficulties, psychological disorders, and substance abuse. Additionally, these programs offer referral services to guide employees to specialized external resources when necessary, and follow-up services to ensure ongoing support.

Preventative Approaches 

Taking preventative measures to safeguard personal mental well-being is up to each individual, but teaching and encouraging good self-care techniques can go a long way to help mitigate risk. 

Consider implementing the following personal preventative measures to support your team’s mental well-being:

Mindfulness and stress reduction techniques: Encourage practices like mindfulness, meditation, or deep breathing exercises to help reduce stress and sharpen focus.Regular physical activity: Promote regular exercise as a proven method to alleviate stress and anxiety symptoms.Adequate rest and sleep: Emphasize the importance of sufficient sleep and rest to rejuvenate both mind and body, enhancing resilience to workplace challenges.Professional counseling: Advocate for the use of professional counseling services, providing an external perspective and effective coping strategies.Hobbies and interests outside work: Encourage your team to pursue activities outside of work that offer relaxation and enjoyment.

Make EHS Well-being a Priority 

Encourage your organization to adopt practices that support both the physical and emotional aspects of workplace safety, ensuring a more resilient and sustainable work culture for everyone involved. 

Remember, a safer workplace is not just about preventing physical incidents – it’s also about nurturing the mental well-being of those who work tirelessly to keep everyone safe.

Learn how Atea Group can help lighten the load for your EHS team with our Health & Safety (EHS) Consulting.