News & insights

The Valuable 500 are using business to address the inequality and inequity of people with disabilities across society. It is about how we, as consumers, as employees, as people who believe in business, who buy from business and work for companies, use that vehicle of business to make a difference in the world.

As the world faces multiple global crises, soaring levels of inequality are compounded by the consequences of the COVID-19 pandemic and the war in Ukraine, further exposing the cracks in an already broken system and driving up the cost of living everywhere.

When it comes to the topic of raising ambition, one of the areas of focus that has emerged as a priority for engagement and policy interaction for WBCSD member companies is accelerating an equitable and inclusive net-zero transition (or a just transition).

There is a general consensus among organizations that those who embrace diverse teams are more creative and innovative and perform better than others. This allows them to solve complex problems and manage risk more effectively, leading to more robust financial performance than peers. But recruiting a diverse workforce is not enough.

The business case for paying a living wage is well-established. Better wages create a committed workforce, lower turnover, value chain resilience and improved reputation. There's a proven roadmap for turning this goal into reality for business leaders ready to level up to at least a living wage.

Business for Inclusive Growth publishes its “Operational Recommendations on Ethnic Diversity & Inclusion” report, focusing on how companies can act upon ethnic discrimination and tackle underlying structural issues that persist in the workplace, in value chains and ecosystems.

As calls to create a ‘just and regenerative’ future get louder, Dr Sally Uren, Chief Executive of international sustainability non-profit, Forum for the Future, explores how thinking and acting for a just and regenerative could help address inequality.

Achieving sustainable progress on diversity, equity and inclusion (DEI) inside an organization is challenging. Hiring employees from underrepresented groups is a critical first step, but ensuring that they develop, grow and thrive ultimately matters more.

Initiatives to cultivate diversity, equity and inclusion (DE&I) in the workplace are no longer just nice to have—they’re business critical. Unlocking the potential of every employee sows the seeds of innovation, success and meaningful change that stretches far beyond the four walls of an organization.

There was a time when societal problems were seen as the exclusive responsibility of governments. But that’s no longer the case.

In today’s context of growing inequalities, an increasing number of companies want to leverage their procurement strategies and programs to support vulnerable groups who do not benefit from job creation or progress towards fair wages to the same extent as others.

While the world’s largest companies are becoming more valuable, powerful and concentrated, the number of people living in extreme poverty could increase to over one billion by 2030.