Today, SEC mandated workforce-related disclosures are limited to employee headcount, preventing investors from gathering even basic information about company’s workforce. Such data could help investors evaluate a company’s workforce governance, stability and productivity yet is generally not available in U.S. markets.
Now, however, workforce-related disclosures may soon to become a mandated item in annual reporting. Here are the facts:
This July, the Human Capital Management Coalition (HCM), a group of investors with more than $2.8 trillion in assets under management, petitioned the SEC to require public companies to increase disclosure of nine categories human capital management.
Earlier this year, BlackRock, a leading global investment management corporation, included Human Capital Management as one of its key engagement priorities for 2017-2018, stating “…BlackRock views a company’s approach to human capital management…as a window into the company’s culture, operational risk management practices and quality of its board oversight.”
What can pro-active, leading organizations do to provide greater insight about the impact of their talent and management practices on business results and long term value? What metrics are the most reliable to use and what story do they tell? Which metrics are needed internally and which could be shared externally?
In this webinar, HCMI CEO, Jeff Higgins, and Cambria Allen from Human Capital Management Coalition discuss recent research, the business case for human capital disclosure and key issues surrounding human capital including:
10 Questions Investors are asking which CEO’s and Boards need to know.
10 Metrics progressive, leading organizations must know.
How to value human capital talent as a source of value creation beyond their cost.
Metrics leading companies are already disclosing as part of their reporting.
Webinar Slide Deck
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