expand_less This metric is based on the Global Reporting Initiative (GRI) G4Standard Guidelines. It covers
In partthe context of the informationGRI requiredStandards, bythe [[https://g4.globalreporting.org/specific-standard-disclosures/social/labor-practices-and-decent-work/employment/Pages/G4-LA1.aspx| G4-LA1]] - 'socialTotal numberdimension and rates of newsustainability employeeconcerns hiresan andorganization’s employeeimpacts turnoveron by age group, gender and region'. In addition this Indicator asks for the ratesocial ofsystems newwithin employeeswhich hiresit byoperates. ageGRI group,401 genderaddresses and region and total number and rate of employee turnover during the reportingtopic period, by age, gender and region.
The number, age, gender, and region of newemployment. employeeThisincludes hiresan of the organization can indicate the organization’s strategyapproach and ability to attractemployment diverseor qualifiedjob employees.creation, Thisthat informationis, canan signify the organization’s effortsapproach to implementhiring, inclusiverecruitment, recruitmentretention practices based on age and gender,related andpractices, 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 structureworking ofconditions theit organization’sprovides. coreGRI operations.401 Analso unevencovers pattern of turnover by age or gender can indicate incompatibility or potential inequity in the workplace.employment Turnover results in changes to the human and intellectualworking capitalconditions of the organization and can impact productivity. Turnover has direct cost implications either in termsan oforganization’s reducedsupply payroll or greaterchain.
 
  expenses for recruitment of workers.