According to a survey from Deloitte, nearly 2 in 5 young people have rejected a job offer or assignment because it did not align with their values. Another survey from McKinsey has shown that 90% of 18-25 year olds ranked having a positive societal and environmental impact in their career as a priority.
Employers are taking note. A movement is growing in professional services sectors such as public relations, marketing, advertising and consulting to refuse work from greenhouse gas polluters and fossil fuel companies.
What does the law say – do employees have a voice on this?
The law offers protection for “philosophical beliefs” under section 10 of the Equality Act 2010.
The case of Grainger plc and others v Nicholson [2010] IRLR 4 set out the criteria required to demonstrate that a philosophical belief is worthy of protection under the Act.
- It must be genuinely held.
- It must be a belief rather than an opinion or viewpoint based on the present state of information available.
- It must address a weighty and substantial aspect of human life and behaviour.
- It must attain a certain level of cogency, seriousness, cohesion and importance.
- It must be worthy of respect in a democratic society, not be incompatible with human dignity and not conflict with the fundamental rights of others.
Would the courts protect a belief in climate change and our moral duty to mitigate or avoid it? According to Grainger, which addressed this issue, yes.
While a case on the same facts has not been publicised since, employees who feel disadvantaged as a result of their commitment to addressing climate change may benefit from this protection.
Purpose-driven organisations
Employees increasingly want to see their values reflected in their professional lives. Purpose-driven organisations thrive on employee engagement and empowerment. B Corps will also have an eye on the Workers impact area of the B Impact Assessment.
Showing an awareness of employees’ values and a willingness to start a conversation can make a big difference. Have you considered adding a clause to employment contracts or forming a policy which encourages staff to speak up if they feel that their work or client objectives conflict with their environmental or social values?
Your people are the lifeblood of your organisation. Read more about how you can look after them here.