Tag: Companys

  • When a company’s enviro claims sound convincing …

    When a company’s enviro claims sound convincing …

    Many companies contribute to the climate crisis and make a profit doing so. As consumers and governments pressure them to reduce their carbon emissions, they look for ways to make themselves appear environmentally friendly. This is called green marketing.

    As a journalist, you need to learn to spot what a business really means by its green marketing.

    Greenwashing is when a brand makes itself seem more sustainable than it really is, as a way to get consumers to buy their product. For example, let’s look at fashion, an industry that is responsible for between 2 and 8% of global greenhouse gas emissions.

    In the absence of environmental legislation around the fashion industry a business might get themselves certified under a sustainability certification scheme — these are standards developed by governments or industry groups or NGOs to measure such things as energy efficiency or processes that are low carbon or carbon neutral. There are more than 100 different such certification programs.

    Companies tout these certifications. But a 2022 study by the Changing Markets Foundation (CMF) found that the standards set by the majority of the 10 or more popular certification initiatives for the fashion industry aren’t difficult to meet and lack accountability.

    Artificial claims about sustainability

    Fast fashion relies on cheap synthetic fibers, which are produced from fossil fuels such as oil and gas. And while you might assume that clothing with labels such as “eco” or “sustainable” might have fewer synthetics, you’d unfortunately be wrong.

    Another study by CMF found that H&M’s “conscious” clothing range, for example, contained 72% synthetics — which was higher than the percentage in their main collection (61%). And it’s not just H&M. While the same study found that 39% of products made some kind of green claim, almost 60% of these claims did not match the guidelines set out by the UK Competition and Markets Authority.

    The same is happening in the meat and dairy industry. Companies say they are reducing their environmental footprint by engaging in “regenerative agriculture”, a farming approach that aims to restore and improve ecosystem health. They argue that it reduces greenhouse gas emissions and helps store carbon in the soil.

    But relying on carbon storing in soil is not enough. An article in Nature Communications found that around 135 gigatonnes of stored carbon would be required to offset the emissions that come from the agriculture sector. This is roughly equivalent to the amount of carbon lost due to agriculture over the past 12,000 years, according to CMF.

    But companies grab onto these empty promises, perhaps knowing that the general public might only see regenerative agriculture and other “green narratives” as promising.

    Look for real solutions to climate change.

    For example, Nestlé tells their customers that it is addressing the carbon footprint of the agriculture industry by supporting regenerative agriculture, stating on its website that in 2024, some 21% of the ingredients they source come from farmers adopting regenerative agriculture practices.

    When you understand that regenerative agriculture is not the solution it has been made out to be, only then can you see through Nestlé’s branding.

    So how can you spot greenwashing?

    Let’s say you saw a press release from a company in an industry that has historically relied heavily on fossil fuels. It tells its readers that it plans to be carbon neutral by a certain date, or that it’s using recycled materials for a large portion of its production, or that its future is “green”.

    You might first wonder, is this an example of how companies are moving away from fossil fuels and towards a green future? How can you tell?

    1. Be skeptical.

    When something has to tell you that it is green, it might not be. Start your investigation right there.

    For example, if you were looking at Nestlé’s regenerative agriculture campaign, you would need to find out what regenerative agriculture is and how much it is indeed reducing greenhouse gas emissions. You can do this by starting with a good Google search: e.g “regenerative agriculture and greenhouse gas emissions”.

    Once you click on a number of articles that report on this topic, you’ll be able to read about the different studies and data into the topic. Follow the sources used when an article cites a study or data. The article should hyperlink or list the sources. But those hyperlinks might take you to other secondary sources — other articles that cited the same data.

    For example, an article might cite this statistic: sustainability certifications increase consumer willingness to pay by approximately 7% on average. The article might cite as the source this study published in the journal Nature. But that article isn’t the original source of that data. It came from a 2014 study published in the Journal of Retailing.

    So try to find the primary source and see how credible or reputable it is. Who conducted the research in the first place?

    If you wanted to find out what H&M’s “conscious” range really meant, you would start by looking at H&M’s website and reports to look further into their claims. Then, follow those claims.

    2. Research the wider industry.

    Whether you’re reporting on fashion, agriculture or any other industry, look into where its emissions are coming from, which companies are claiming what and what the evidence says needs to be done in order for these industries to reduce their emissions.

    Providing context is important. What percentage of global greenhouse gas emissions is this industry responsible for? Is it getting better or worse? What legislation is in place to reduce emissions from these industries? In order for you and your audience to understand the greenwashing of any company, this background information is vital.

    3. Go straight to the company.

    Once you’ve conducted some initial research, follow up with the company if you are using it as an example or focus for your article. On Nestlé’s website, for example, you can find contact details for their communications, media or PR department. Send them an email saying something like the following:

    “I am writing an article on regenerative agriculture and I’ve found some studies that show that soil sequestration through these practices are in fact not enough to be a real climate solution. Can you please provide me with a comment on what Nestlé thinks about this?”

    They might not answer, but that also says a lot. If they don’t reply to you after one or two follow-up emails, you might try calling them.

    If you try several times and in different ways to contact them and they failed to respond, you can state that in your article. That way your readers know you made the effort.

    Claims from corporations that they are doing all they can to help the planet are easy to make. But if we really want to slow down climate change, significant efforts have to be made. And it is the role of journalists to hold companies to account for the claims they make.


    Questions to consider:

    1. What is “greenwashing”

    2. What is one example of greenwashing?

    3. What criteria do you use when deciding whether to buy a company’s product?


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  • One Company’s Quest to Simplify Healthcare Staffing

    One Company’s Quest to Simplify Healthcare Staffing

    Hiring and job searching are difficult in many industries, but among the most challenging is healthcare.

    Healthcare jobs are specialized, and they generally tend to be highly competitive to get. Plus, salaries aren’t always listed, and some jobs posted may be fake. What’s more, most healthcare professionals are already working demanding roles so their time to search for a new job is limited.

    Sheldon Arora saw a need — and the potential — for a better way to connect healthcare job seekers with employers.

    That’s why Arora designed StaffDNA, a mobile app that helps facilitate filling healthcare roles, benefitting employers and job seekers alike. 

    StaffDNA is available to download for free on the Apple Store and Google Play.

    Meeting a need

    Sheldon Arora

    Founder and CEO, StaffDNA

    Arora, the CEO of StaffDNA, realized early in his career that hiring was an inefficient process. As a tech entrepreneur, he started companies that helped solve the most challenging aspects of matching employees with the right role at the right time. The industry he noticed had the most inefficient hiring process and could benefit the most from the right technology was healthcare.

    “We were looking for ways to make the hiring process in healthcare more efficient for a long time,” Arora said. “We saw that facilities needed on-demand access to healthcare professionals, and healthcare professionals needed more options and transparency in their job searches.”

    The resource combines a self-service app with a search platform for various needs for healthcare in all professions, specialties, job types, and settings.

    “We built a platform where job seekers and facility hiring managers could connect in real time, and we removed many layers and obstacles that stood in the way of connecting people looking to find the jobs they loved. We knew we wanted to improve the entire process, so we did just that,” said Arora, who launched the app about one month before the start of the COVID-19 pandemic, when healthcare jobs were needed most. Downloads skyrocketed.

    How it works

    “The StaffDNA marketplace is the only platform where all stakeholders in the hiring process, including hospitals, vendors, suppliers, and job seekers, can come together to address the healthcare staffing issue once and for all,” said Arora, adding that candidates can search, apply, and get hired all within the StaffDNA app. “We’re tying together all the participants in healthcare hiring and giving them the platform they need to efficiently get people hired in the right roles.”

    In the StaffDNA app, all jobs, specialties, and locations, as well as job descriptions and compensation, are shown up front. “Everything they need can be found directly in the app, from employment in their area to facility details, and even the color of scrubs they’ll need to wear,” Arora noted. “We also give candidates the ability to customize pay packages based on housing and benefit needs so they can have a better idea of what their take-home pay will be.”

    Helpful features

    Two new features of the StaffDNA app — DNAVault™ and DNAInsights™ — make the app even more beneficial for job seekers and hiring professionals.

    DNAVault allows anyone — job seekers, students, or professionals in any industry — to securely store sensitive documents, including licenses and credentials. The app makes it easy and convenient to keep these materials safely in one place, and applicants can send these items directly to their employer, school, or anyone through DNAVault’s secure online storage. DNAVault will also notify users when their documents are about to expire so they know when to renew them.

    “The inspiration for DNAVault came from my daughter, Madison, who is in medical school,” Arora said. “She was explaining how many documents and certifications she needed to keep track of and how they were required to access them from anywhere.”

    DNAInsights was created for healthcare facilities. It offers data on the number of job openings  within a given radius, along with competitive pay rates, which are critical resources for hospital hiring managers. StaffDNA is  the first company to provide healthcare facilities with real-time job data for all per-diem, travel, local, and staff positions  — for free.  “Until now, hiring managers in healthcare have had no tools to gauge pay rates in their markets,” Arora said. “So, we built the technology to support how hospitals and facilities determine pay rates when hiring.”

    Making a difference

    StaffDNA has been downloaded 2 million times and counting, and Arora has heard from users about its real-life impacts, including candidates taking dream vacations due to high-paying assignments or exploring the country through travel assignments they’ve picked up through the app.

    Arora shared that he was attending a healthcare industry conference in Las Vegas when a nurse told him she got a pay raise thanks to StaffDNA. “She said she was working at a hospital and saw a job opening in her profession, which paid more than what she was currently earning,” he said. “She used the data to request an hourly pay raise, and she got it. She thanked me for helping her earn a better income. It was exciting to hear her story.”

    Arora is hopeful the app has a broader impact, too — that is, not only on the people using the app but public health as a whole.

    “Through StaffDNA, healthcare professionals are empowered to find jobs they love, and hiring facilities can hire the right people for the right roles,” Arora said. “When these two things come together, we know ultimately patient care is improved and communities thrive.”


    Click here to download the StaffDNA app


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