CSR And Risk Management

When digital dangers become real but you aren't ready.... "Hi I'm Laura, your daughter calls me loser Laura..." The young girl stands awkwardly at the doorstep, her wounded expression revealing the pain of cyberbullying. This pivotal moment from New Zealand's "Keep It Real Online" campaign transforms digital harm into physical reality. ↳One in five young Kiwis are bullied online annually. ↳40% have online interactions with people they've never met in real life. The campaign brings digital threats to parents' doorsteps Effective cybersecurity awareness campaigns highlight crucial principles through impactful storytelling. The best way to fight cybercrime is through awareness and prevention, using statistics, stories, and practical tips. Cyberbullying, juvenile access to inappropriate content, and exposure to online violence represent interconnected cybersecurity challenges that require parental vigilance. Key cybersecurity lessons: ↳Digital threats have tangible impacts on vulnerable users, particularly children and young people. ↳Parents and educators need frameworks to initiate difficult conversations about online safety. ↳Education proves more effective than avoidance when addressing digital dangers. Creating a culture of cybersecurity awareness and responsibility involves recognizing positive behavior and discussing best practices. The main goal of effective campaigns is informing audiences about various online threats including malware, identity theft, phishing, and cyberbullying. Individuals can protect personal information by using strong, unique passwords for online accounts. Educational institutions play an essential role in advancing cybersecurity through instruction, public awareness campaigns, and safe IT infrastructure. Digital literacy remains the key to protection in our increasingly connected world. Emotional storytelling drives behavior change by creating powerful connections that statistics simply cannot match. Share your story: ↳Which campaign stopped you in your tracks? ↳How did it trigger an emotional response that influenced your behavior? ↳Why does it still resonate with you today? 👍 LIKE this post, 🔄 REPOST this to your network and follow me, Monica Jasuja

Sustainability Risk Management Framework 🌎 This framework, adapted from Deloitte and illustrated by Antonio Vizcaya Abdo, presents a clear and structured approach to managing climate-related risks and opportunities in business. As sustainability becomes integral to decision-making, frameworks like this are increasingly essential for ensuring long-term resilience and value creation. The process begins with strategic alignment. It is crucial to evaluate future investments, clarify roles and responsibilities, define risk appetite, and ensure alignment with broader objectives such as the Sustainable Development Goals (SDGs). The next step focuses on identifying and prioritizing climate-related risks and opportunities. This involves collecting data, consulting stakeholders, defining objectives, and analyzing both physical and transition risks as well as emerging opportunities. A key strength of this framework lies in its integration of metrics, targets, and risk management processes. This ensures that assessments are not isolated but embedded in the organization’s broader strategy and governance structures. Once risks and opportunities are identified, the framework shifts to response design. This phase involves creating tailored mitigation actions and seizing opportunities through short-, medium-, and long-term solutions. To support these actions, the development of key risk indicators (KRIs) is essential. These indicators provide the means to track progress, adjust strategies, and maintain accountability across functions and business units. The final step emphasizes communication and transparency. Whether through standalone reports or integrated sustainability disclosures, clear communication of findings and progress is essential to meet stakeholder expectations and regulatory demands. Effective sustainability risk management is not just about protecting value—it is also about enabling new forms of growth, innovation, and resilience in a changing climate context. Frameworks like this offer a pathway to move from intention to implementation, turning risk into strategic opportunity through structure, foresight, and rigor. #sustainability #sustainable #business #esg #risks

🌱 Most impact investors think success is about picking the right deals. It’s not. The best don’t just fund companies—they build ecosystems where great companies can thrive. Yet, I’ve watched investors pour millions into promising ventures, only to see them stall, struggle, or collapse. Why?Because they invest in businesses instead of founders, chase feel-good metrics instead of scalable impact, and assume capital alone drives growth. The top 0.1% of impact investors operate differently. Here’s how: 1️⃣ They Invest in Founders, Not Just Companies A strong founder can pivot through uncertainty, make asymmetric bets, and scale impact beyond initial funding. A weak one? No amount of capital will fix that. 🔹 Pattern Recognition → The best investors filter for resilience, adaptability, and second-order thinking, not just vision. 🔹 Investor-Driven Growth → They don’t just fund businesses; they mentor, challenge, and unlock critical networks. 🔸 The Insight? The smartest investors back the same founders multiple times—because talent, not ideas, compounds over time. 2️⃣ They Prioritize Systems Over Stories Many investors are seduced by narratives. The best ones fund scalable operating models. 🔹 Impact Without Revenue Is Charity → If impact isn’t self-sustaining, it’s not an investment—it’s a donation. The best investors push founders to validate their economics before their mission. 🔹 Repeatable Execution Wins → Strong businesses scale impact through operational discipline, not just vision. 🔸 The Insight? The best impact startups raise from both VCs and impact funds—because they position themselves as high-growth businesses where impact is a function of scale. 3️⃣ They Engineer Competitive Advantage Capital alone doesn’t scale businesses. Market access does. 🔹 Strategic Positioning Beats Capital Injection → The best investors don’t just deploy funds—they create industry positioning, regulatory access, and partnerships that accelerate scale. 🔹 Distribution Is the Ultimate Moat → The strongest investors aren’t just backers—they are network architects who shorten growth cycles through key introductions. 🔸 The Insight? The best investors don’t find deals—they build them. The highest ROI isn’t in writing checks; it’s in removing barriers to exponential growth. 📌 The Hard Truth Most impact investors are just philanthropists with a risk appetite. They fund potential, not sustainability. The real winners treat impact investing like a business that needs to scale, not a cause that needs to survive. Now Your Turn: What’s the biggest misconception you’ve seen in impact investing? Let’s build real insights in the comments. 👉 Follow Ben Botes for more insights on Leadership, Scale-ups and Impact Investment.

Equal Pay Day moved BACKWARD in 2025 to March 25th, revealing a harsh truth: transparency without enforcement doesn't create equality. 60% of job postings now include salary information—up from just 18% in 2020—yet women still earn just 85 cents to a man's dollar. Even more disturbing? The gap is widening. Of 98 countries with equal pay laws, only 35 have implemented any accountability mechanisms. We're seeing the illusion of progress without the substance. True salary transparency requires action at every level: For individuals: - Share your salary information with "trusted" colleagues - Explicitly ask for pay ranges before interviews - Document salary discussions and decisions - Normalize compensation conversations in your workplace - Research industry standards using sites like Glassdoor and Payscale For managers: - Conduct regular pay equity audits in your teams - Establish clear compensation criteria based on skills and responsibilities - Remove salary history questions from your hiring process - Advocate for transparent promotion pathways For organizations: - Implement formal pay bands with clear progression criteria - Regularly publish company-wide gender and racial pay gap data - Create accountability mechanisms for addressing inequities - Train managers on recognizing and addressing unconscious bias in compensation decisions The data is clear: companies with meaningful transparency see pay gaps narrow significantly in the first year alone. But posting a salary range isn't enough if there's no accountability behind it. Let's move beyond performative transparency toward meaningful equity. Please share this post if you think salary transparency should come with real action. Joshua Miller #SalaryTransparency #PayEquity #Workplace

When I look at the impact metrics being reported across our industry, I know we are looking at an unrealistically rosy picture - as most impact funds (like us) claim 100% of their portfolio companies impact with obviously leads to double counting. This issue led to us to research this topic & to figure out how we can be more precise and transparent about our real impact attribution. By attribution, we mean how much impact we can genuinely claim through our role as investors. And this is tricky, as in reality, impact is rarely the result of a single actor—and always a collective effort shaped by entrepreneurs, partners, investors, ea stakeholders. So we looked into different methods of attribution. We spoke to impact funds and industry experts, and we found strong opinions pro and con reporting on attribution. Despite its potential, attribution remains super difficult to implement. The challenges include methodological complexity, data limitations, a lack of robust models, and overlapping contributions from multiple actors. Our research also revealed a glaring gap: existing models fail to account for the non-financial contributions that are often crucial to a venture’s success. As early-stage investors, our impact extends beyond providing capital. We take on significant risks during unproven phases, act as catalysts for follow-on funding, and provide crucial support like strategic guidance, capacity building, and access to networks. These contributions frequently contribute to a company’s ability to scale and thrive. Accepting all complexity & limitations we did decide to start to report on attribution: using the "prorating on equity" model as we feel it is as transparent as we can be today. So in our latest Rubio Impact Ventures Impact Report 2024 (released last week, see link in comments👇) we also report on our attribution based on our equity stake. I dont think this approach captures what we would like to show but it's a starting point which and its possible to implement today. My conclusion is mostly that the impact investing field needs better ways to measure and account for attribution including non-financial contributions!   You can find more of our findings in the article below for Impact-Investor.com published today & co-authored with Lisa Hehenberger (professor at the Esade Centre for Social Impact & great member of the impact board at Rubio).  Special shout out to Christine van Tuyll van Serooskerken whose great research skills were invaluable for this project. And thanks to all that supported us with their knowledge and insights always wonderfull to see how well the impact community collaborates! #united4impact #impact #attribution #transparency #impactinvesting https://lnkd.in/dcSZpuNF

While national agencies play a vital role, the true strength of disaster management often lies at the grassroots. Community-Based Disaster Management (CBDM) empowers local populations to become their own first responders, transforming vulnerability into collective resilience. When a disaster hits, local communities are the first on the scene, often before external aid can arrive. By equipping them with knowledge, skills, and resources, we foster self-reliance and accelerate effective response. This approach focuses on local risk assessment, tailored preparedness plans, and empowering community leaders who can coordinate efforts and disseminate information effectively. According to a systematic review of disaster management approaches, communities with CBDM plans experience up to 50% fewer casualties in disasters. This is a testament to the power of local knowledge and collective action. From remote villages in Pakistan organizing local flood watch groups, to Indigenous communities in Australia revitalizing traditional fire management techniques, CBDM leverages intimate local knowledge for powerful results. It's about collective ownership and shared safety that builds strength from the ground up. Is your community empowered to respond? Support community-based disaster management for a stronger, more resilient future. #CommunityResilience #CBDM #LocalAction #UNICEF

I am happy to co-author this article with Beatrice WEDER DI MAURO, President of the CEPR - Centre for Economic Policy Research, reflecting on the urgent need to engage in collective thinking and action to adapt our response to the challenge of insurability in the face of escalating climate risks. This article, which captures key convictions from our joint workshop hosted at Collège de France by the AXA Research Fund and CEPR - Centre for Economic Policy Research, couldn't have been more timely.   Devastating floods in Valencia, the wildfires in Los Angeles, the typhoons in Mayotte and La Réunion... These recent climate catastrophes show a clear reality: climate risks are intensifying and the protection gap for local communities and economies are becoming evident. Global economic losses from extreme weather events reached $320 billion in 2024, while in Europe, only 25% of economic losses were insured - leaving individuals, businesses, and communities vulnerable.    To address this, we need to enhance risk-sharing mechanisms and promote partnerships between public institutions and private companies.   Ensuring insurance accessibility and effectiveness is crucial. This can be done through: ➡️ Hybrid models, combining market mechanisms with public-private partnerships, to help ensure broad coverage and affordability. France’s CatNat regime and Switzerland’s hybrid model offer valuable insights. These models can be adapted to regions facing extreme exposure, such as sea level risks. ➡️ Greater investment in prevention and risk-sharing mechanisms. Initiatives like local municipal risk assessments can help small municipalities assess and mitigate local climate risks. ➡️ Impact underwriting, where insurers incentivize policyholders to adopt risk-reducing measures in exchange for lower premiums. ➡️ Public education on climate risks and stronger coordination between insurers, governments, and consumers to ensure preventive measures are taken seriously.   As we move forward, it's clear that policymakers, insurers, and society must work together to strike a sustainable balance between affordability and fiscal viability. This is not just about who pays the bill. It is about how we manage risk in an increasingly uncertain climate landscape. Let's continue to foster collaboration and innovation to close the protection gap and build a resilient future. 👇 https://lnkd.in/er6BkrtZ

Environmental, Social, and Governance (or whatever you call it) 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁 𝗱𝘂𝗲 𝗱𝗶𝗹𝗶𝗴𝗲𝗻𝗰𝗲 𝗰𝗮𝗻 𝗯𝗲 𝗮 (𝗰𝗼𝘀𝘁𝗹𝘆) 𝗮𝗻𝗱 𝗱𝘂𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝘃𝗲 𝗺𝗮𝘇𝗲. Here are three areas where habitual overlap costs you time and money, and how you can fix them. 𝗥𝗶𝘀𝗸 𝗹𝗼𝘃𝗲𝘀 𝗰𝗼𝗺𝗽𝗮𝗻𝘆. One person's modern slavery assessment is another's fraud and corruption (e.g., 𝗶𝗳 𝘆𝗼𝘂𝗿 𝘀𝘂𝗽𝗽𝗹𝘆 𝗰𝗵𝗮𝗶𝗻 𝗶𝗻𝗰𝗹𝘂𝗱𝗲𝘀 𝗵𝘂𝗺𝗮𝗻 𝗲𝘅𝗽𝗹𝗼𝗶𝘁𝗮𝘁𝗶𝗼𝗻, 𝗜'𝗱 𝗯𝗲𝘁 𝗺𝘆 𝗵𝗼𝘂𝘀𝗲 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲𝗿𝗲'𝘀 𝗮𝗹𝘀𝗼 𝗰𝗼𝗿𝗿𝘂𝗽𝘁𝗶𝗼𝗻 𝘁𝗼 𝗲𝗻𝗮𝗯𝗹𝗲 𝘁𝗵𝗮𝘁, 𝗮𝗻𝗱 𝗳𝗿𝗮𝘂𝗱, misrepresenting, misreporting, overcharging, etc.). For starters, try to 𝗷𝗼𝗶𝗻 𝘂𝗽 𝘁𝗵𝗲𝘀𝗲 𝘁𝗵𝗿𝗲𝗲 𝗮𝗿𝗲𝗮𝘀 𝗼𝗳 𝗵𝗮𝗯𝗶𝘁𝘂𝗮𝗹 𝗼𝘃𝗲𝗿𝗹𝗮𝗽: 💡 𝗥𝗶𝘀𝗸 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Don't do them in silos. When teams with varied backgrounds collaborate, they uncover insights others might miss. For instance, land acquisition risks span environmental (e.g., biodiversity), social (land clearance), and governance (e.g., corruption or fraud around titling).  💡 𝗧𝗵𝗶𝗿𝗱-𝗣𝗮𝗿𝘁𝘆 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Knowing who you work with (third-parties), what they do, how they do it, and with whom they deal spans everything from sustainability certifications to worker welfare, conflicts of interest, fraud, etc. 💡 𝗦𝗽𝗲𝗮𝗸 𝗨𝗽: Employees shouldn't go to Grievance Mechanism A when they spot a toxic spill, Suggestion Box B when they see unqualified subcontractors operating heavy machinery improperly, or Whistleblower Line C if the security team is colluding with OCGs regarding scrap material theft. Speaking up at work must be simple: see something off, report it. Managing investment, E&S, and integrity risks can feel overwhelming. But 𝗰𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆 𝗶𝘀𝗻’𝘁 𝘁𝗵𝗲 𝗲𝗻𝗲𝗺𝘆; 𝗳𝗿𝗮𝗴𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀. Integrating processes and simplifying reporting mechanisms reduces duplication, saves money, and uncovers risks that siloed approaches might miss. 𝗧𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝘄𝗵𝗮𝘁 𝗮𝗻𝗱 𝘁𝗵𝗲 𝘄𝗵𝘆. 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗰𝘂𝗿𝗶𝗼𝘂𝘀 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗵𝗼𝘄, 𝗮𝘀𝗸 💪! #ESG #riskassessment #impactinvesting #duediligence #EthicalInvesting 

Today a topic that many of us have encountered in our professional lives: the challenges of cultural differences when managing contracts. As our globalized world brings us closer together, it's essential to navigate these differences with sensitivity and open-mindedness. Managing contracts across different cultures requires a deep understanding of local customs, traditions, and business practices. What may seem like a straightforward agreement in one country can have significant cultural implications in another. These differences can range from communication styles and negotiation tactics to legal frameworks and contractual obligations. One of the key challenges is communication. Language barriers, different communication norms, and varying levels of directness can lead to misunderstandings and misinterpretations. It's crucial to invest time and effort in building strong lines of communication, ensuring clarity and transparency throughout the contract process. Another challenge lies in navigating cultural norms and expectations. For example, some cultures prioritize personal relationships and trust-building before engaging in business transactions, while others prioritize efficiency and promptness. Understanding and adapting to these cultural nuances can make or break a successful contract management process. Legal frameworks and contractual obligations also vary across cultures. Different countries have unique legal systems, regulations, and business practices. It's vital to work closely with legal experts who have expertise in international law and can provide guidance on how to navigate these differences effectively. Embracing cultural diversity is not just about avoiding pitfalls; it can also lead to exciting opportunities. By understanding and appreciating different perspectives, we can tap into new markets, build stronger global partnerships, and foster more inclusive and collaborative working environments. So, how do we address these challenges? Here are a few strategies to consider: Invest in cultural intelligence: Educating ourselves about different cultures and their business practices can help us build stronger relationships and navigate cultural differences with confidence. Build diverse teams: Having a diverse team with members from different cultural backgrounds can provide valuable insights and help bridge the gap in understanding. Seek expert guidance: Collaborating with legal experts and cultural consultants who have experience in cross-cultural contract management can offer invaluable insights and support. Practice active listening: By actively listening to our counterparts and seeking to understand their perspectives, we can foster a more inclusive and respectful negotiation process. The challenges of cross cultural contracts can be huge but the benefits can be significant too. #ContractManagement #CulturalDiversity #GlobalBusiness

🔍 The recent departure of BP's CEO brings forth crucial lessons for professionals across HR, Communications, Risk Management, and ESG Reporting. Here's the breakdown: 🔸 Transparency & Culture (HR & Communications) 1️⃣ Talent Onboarding: Begin at the induction stage, educating new hires about the company's values, emphasizing the importance of transparency. Training Programs: Regularly host sessions on ethical behavior, leadership transparency, and open communication. 2️⃣ Feedback Channels: Implement anonymous platforms for employees to provide feedback about leadership and organizational culture. Communications: 3️⃣ Consistent Messaging: Ensure all communication, whether internal memos or external press releases, consistently emphasize organizational values. 4️⃣ Open Forums: Create avenues like town hall meetings where leaders address questions, reinforcing trust within the organization. 5️⃣ Crisis Communication Plan: Be prepared with a strategy to manage potential reputational crises, ensuring consistent, transparent, and swift communication. 🔸 Governance & Accountability (Risk Managers) 1️⃣ Regular Audits: Periodically review internal processes to detect any deviations from the established ethical code. 2️⃣ Feedback Loop: Establish a process to act upon the findings from audits, ensuring corrective measures are implemented. 3️⃣ Stakeholder Engagement: Regularly engage with stakeholders, understanding their concerns and expectations, and ensure these are incorporated into the governance framework. 🔸 Whistleblowing & Reporting (ESG Reporting & Risk Managers) 🥇 Clear Whistleblowing Mechanism: Implement a secure, anonymous channel for whistleblowers. Ensure the mechanism is widely publicized within the organization. Assure employees of non-retaliation to encourage more to come forward with concerns. 🥈 Swift Response System: When an issue is raised, ensure it's acted upon promptly. This involves: Initial review to understand the concern's validity. A thorough investigation, if required. Taking corrective measures and informing relevant stakeholders about the outcome. ESG Reporting: 🔢 Data Collection: Regularly collect data on environmental, social, and governance parameters, ensuring accuracy and comprehensiveness. 🔢 Transparency: Clearly disclose even the uncomfortable facts. Stakeholders appreciate forthrightness. 🔢 Engagement: Actively engage with stakeholders post-reporting, addressing their queries and concerns. #Leadership #Governance #HRInsights #ESG #RiskManagement #CorporateCommunication https://lnkd.in/emHBDvFM