Corporate Social Responsibility (CSR) has become a major issue for companies, particularly when it comes to attracting and retaining young talent. Today’s younger generations place social and environmental impact at the heart of their professional concerns. They are looking for employers who share their values and take concrete action to promote collective well-being and protect the planet. But what exactly are these young people looking for in terms of CSR, and how can companies meet their expectations?
The quest for meaning and transparency
Today’s young professionals are not just looking for a job. They want to give meaning to their careers and contribute to causes they care about. For them, a company must have a clear vision and a CSR policy that goes beyond mere rhetoric. They want transparency in the actions taken, whether environmental, social or ethical.
Concrete actions, not just words
It is no longer enough to make nice promises on paper. Young people expect companies to take concrete and measurable actions. This can include implementing eco-friendly practices, promoting diversity and inclusion, or supporting local initiatives. For example, companies that are committed to reducing their carbon footprint or promoting gender equality in the workplace are seen as more attractive by this generation.
Local impact
Younger generations want to see a direct impact on their immediate environment. Companies that invest locally, by collaborating with associations, participating in sustainable development projects or promoting employee well-being, gain the trust of young candidates. Local roots are therefore becoming a major asset in companies’ CSR strategies.
Flexibility and employee well-being
In addition to social commitment, the new generation expects flexible working conditions that respect employee well-being. Companies that prioritise a work-life balance, offer opportunities for remote working and support personal development are increasingly sought after.
The importance placed on well-being is an essential aspect of CSR policy, as it demonstrates the company’s commitment to its employees.
Humanys Solution places these values at the heart of its internal policy, offering personalised support to candidates and employees, while encouraging a healthy and fulfilling working environment.
Conclusion
CSR is no longer an option for companies wishing to attract young talent. It has become a decisive factor in choosing an employer. To meet the expectations of new generations, companies must be prepared to take concrete action in support of social, environmental and ethical causes.
