Introduction by Stefano Trifirò:
ST: Welcome to the first episode of our podcast, where we tackle a topic that is becoming increasingly pressing and topical: sustainability in the world of work.
With us today are Mariapola Rovetta and Jacopo Moretti, two of my colleagues from Trifirò & Partners, who will guide us through the strategies and practices for a greener and more sustainable workplace.
Mariapola will tell us how lawyers can help companies integrate sustainability into their policies, while Jacopo will discuss sustainability-oriented pay and benefits.
We will address the meaning and application of the Green Code of Ethics, the impact of remote working on sustainability, and how diverse and inclusive cultures can positively influence company performance.
We will conclude by examining changes in the workplace, ways to regulate them and the benefits of gender equality in business.
Tune in for a stimulating conversation on how labour law can be a driver of sustainable change.
We will now turn to questions.
Mariapola, the planet is suffering, how can we labour lawyers contribute to sustainability?
MP: As labour lawyers, we can promote sustainable policies and practices in the companies we assist. For example, we can encourage employers to adopt sustainability criteria in their operations, supply chains and business models. We can also assist in drafting codes of ethics and policies that incorporate sustainability.
Jacopo, can job performance and related remuneration be green?
JM: Remuneration can be linked to sustainability goals, for example by rewarding employees for reaching environmental or social targets. Benefits such as electric cars, public transport passes, or remote working can also incentivise sustainable behaviour.
Mariapaola, what suggestions can you give for a path to sustainability in the workplace?
MP: Some suggestions for promoting sustainability at work: measuring and reporting the environmental and social impact of company activities; involving employees in the development of sustainable solutions; offering training on topics such as energy efficiency and waste management; and adopting responsible purchasing and procurement policies.
Jacopo, how can the employer incentivise the employee for greater profitability and competitiveness in a sustainability context?
JM: Employers can motivate employees with incentives linked to the achievement of sustainability goals, or with benefits such as company electric cars or public transport passes. A work environment that promotes inclusion, diversity and work-life balance can also increase engagement on these issues.
Mariapaola, a word with an important and somewhat misinterpreted meaning: the Green Code of Ethics?
MP: Corporate codes of ethics should incorporate principles of environmental and social sustainability. But we must also make sure that they do not remain just statements of principle and that they are translated into concrete actions.
Jacopo: Does remote working contribute to sustainability?
JM: Remote working, if well regulated, can reduce home-work travel, the use of energy and materials in offices, and the environmental footprint of business activities. But it must be balanced with the need for cohesion and collaboration among workers.
Mariapaola, big corporations are trying to bring people back to the office. Why do diverse and inclusive cultures make performance more engaging?
MP: Diversity in the workplace in terms of gender, age and culture, can bring different perspectives and experiences that can enrich the internal debate and lead to innovative solutions also in terms of sustainability.
Jacopo, how can we regulate the changing workplace, the times, places and ways of working?
JM: In the current context, where work is changing rapidly in terms of times, places and ways of working, regulation must be agile and adaptable. First of all, it is essential to recognise the importance of flexibility, both for employers and employees. This means adopting flexible working hours and hybrid models, combining office and remote working, to meet individual needs while maintaining efficiency.
A key aspect is ensuring IT security and data protection. Clear guidelines on data management and IT security need to be established for both employers and employees.
Finally, an inclusive and accessible approach is required to ensure that all employees, regardless of their location or specific needs, have equal access to job opportunities and benefits. This includes adapting physical and digital work environments to be inclusive and accessible.
In summary, changing work regulation requires a balance between flexibility, data security and inclusiveness, continually adapting to the new challenges and opportunities of the modern world of work.
Mariapaola, gender equality at work: compliance and benefits for companies
MP: On gender equality, it is essential to ensure equal opportunities in recruitment, career advancement and pay. Measures to reconcile work and private life, gender-neutral parental leave, and incentives to share parental and domestic responsibilities are needed.
Companies can benefit from greater diversity and inclusion through family-friendly corporate welfare policies, remote working, mentoring and female leadership. All this can increase motivation, productivity, innovation capacity and attractiveness as an employer. Gender equality at work means compliance and benefits for companies
