Companies are now requiring their suppliers to address carbon management as a core business issue. A plan to deselect some suppliers in the future for failing to meet carbon management criteria set by the companies. These organizations are increasinigly developing strategies for engaging with suppliers on carbon related issues amd have emissions or energy reduction plans in place.
It’s not good enough to just be green anymore, you have to be great. Your product or service needs to break through the green clutter. It must do its job better, more economically, more efficiently with less ? It must be positioned better, and packaged better. It should communicate its unique promise of value better.
Al Gore delivered the keynote address to green building professionals at the Greenbuild conference. He praised the leadership of the USGBC for bringing real change to the marketplace. He also urged the crowd to take responsibility for expanding green building globally and to call out greenwashing.
The Guardian and Cleantech Group recently announced the Global Cleantech 100. This is the first ever list of this scale highlighting the most promising private clean technology companies around the world. The Global Cleantech 100 recognizes companies at the forefront of cleantech innovation offering solutions to some of the world’s most pressing environmental challenges. The final list represents the collective opinion of hundreds of leading experts from cleantech innovation and venture capital companies in EMEA, North America, India and China.
It appears that Google is getting ever deeper into the sun business. Stating that it is dissatisfied with the general lack of progress on achieving breakthroughs in green technology, the company wants to build better highly reflective and rugged mirrors — as well as the mirror substrate that the reflective surface is mounted on. By reflecting more light and more of the solar spectrum than ordinary mirrors these mirrors have the potential to reduce the cost of solar thermal systems by up to 25 per cent.
SustainableBusiness.com recently announced its 2009 Sustainable Business 20 (SB20) List: The World’s Top Sustainable Stocks. The 8th Annual SB20 List consists of 20 public companies that are leading the way to a sustainable economy. The list is presented in the Progressive Investor newsletter, published by SustainableBusiness.com, which tracks and analyzes green stocks. To choose the 20 companies, SustainableBusiness.com works with a group of judges, who are among the most respected green stock analysts in the world. Judges select companies across the range of green business sectors – solar, wind, geothermal, smart grid, water, food, agriculture, green building and transport. In addition, over a third of the companies populating this year’s SB20 List are “Corporate Pioneers” – companies with conventional products and services that are greening their product lines.
In these challenging economic times, with seemingly thousands of unemployed or underemployed professionals available as candidates, you might think that renewable energy and clean tech leaders would be having a field day attracting and choosing leadership and professional candidates at will. But while many talented professionals from all walks of life are interested in landing a role in the clean tech industry, firms need to be sure that they select the right people for the job. Attracting the right talent to an organization is considered half art, half science and it is accomplished with a lot of hard work and occasionally a bit of luck and good fortune. And one way to help firms get out there is through positive press announcements and employment branding activities.
You would have to have had your head stuck in the sand to not be aware of the intense interest that the environment holds in today’s political and social debates. While candidates of all generations have begun evaluating potential employers based on their “greenness,” few in recruiting have leveraged this hot topic in recruitment communications and activities. For some unaccountable reason, recruiting managers and leaders almost universally fail to implement a process that regularly discovers “job switch” decision criteria used by the best and brightest, and this latest oversight is nothing more than history repeating itself once again.
