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This metric is based on the Global Reporting Initiative (GRI) G4 Guidelines. It covers part of the information required by [[https://g4.globalreporting.org/specific-standard-disclosures/social/labor-practices-and-decent-work/employment/Pages/G4-LA1.aspx| G4-LA1]] - 'Total number and rates of new employee hires and employee turnover by age group, gender and region'. region'. In addition this Indicator asks for the rate of new employees hires by age group, gender and region and total number and rate of employee turn over during the reporting period, by age, gender and region.
The number, age, gender, and region of new employee hires of the organization can indicate the organization’s strategy and ability to attract diverse qualified employees. This information can signify the organization’s efforts to implement inclusive recruitment practices based on age and gender, and the optimal use of available labor and talent in different regions.
A high rate of employee turnover can indicate levels of uncertainty and dissatisfaction among employees, or may signal a fundamental change in the structure of the organization’s core operations. An uneven pattern of turnover by age or gender can indicate incompatibility or potential inequity in the workplace. Turnover results in changes to the human and intellectual capital of the organization and can impact productivity. Turnover has direct cost implications either in terms of reduced payroll or greater expenses for recruitment of workers.
The number, age, gender, and region of new employee hires of the organization can indicate the organization’s strategy and ability to attract diverse qualified employees. This information can signify the organization’s efforts to implement inclusive recruitment practices based on age and gender, and the optimal use of available labor and talent in different regions.
A high rate of employee turnover can indicate levels of uncertainty and dissatisfaction among employees, or may signal a fundamental change in the structure of the organization’s core operations. An uneven pattern of turnover by age or gender can indicate incompatibility or potential inequity in the workplace. Turnover results in changes to the human and intellectual capital of the organization and can impact productivity. Turnover has direct cost implications either in terms of reduced payroll or greater expenses for recruitment of workers.