Responsible business is no longer simply an ethical choice. It has become a clear business advantage, shaping who joins your organisation, who stays, and how people feel about the work they do. For senior HR leaders, it is now central to building a resilient, future-focused workforce.
Responsible business influences attraction and retention
People want to work for employers whose actions match their stated values. The data in the UK makes this unmistakable.
KPMG’s research shows that 20% of UK workers have turned down a jobbecause an organisation’s ESG commitments didn’t align with their own. More telling still, one in three would consider leaving an employer that fails to make meaningful progress in this area.
Deloitte’s UK workforce report shows a similar pattern among younger talent. 44% of Gen Z and 37% of Millennials in the UK have rejected employers because they disagreed with the organisation’s ethics or values. Nearly half of UK Gen Z say they would leave if their employer no longer reflected what mattered to them.
PwC’s UK workforce insight reinforces this picture. 45% of UK employees want to see strong environmental and social values from their employer, and almost 40% say purpose and values influence their decision to stay.
These numbers reflect a shift that HR leaders cannot ignore. Responsible business is now a talent strategy.
Responsible business is a lived culture, not a statement
Values only matter when people experience them daily.If they are visible in decisions, leadership behaviour, communication and how employees are treated, they strengthen trust. If not, they contribute to disengagement.
CIPD data shows that 35% of UK employees consider organisational values and ethics a key factor in whether they stay. And 40% say trust in leadership behaviour is central to their sense of loyalty and engagement.
Responsible business shows up in culture long before it shows up in a report.
HR is leading the shift
HR teams sit at the centre of how responsible business becomes real. It is HR that shapes hiring processes, onboarding, leadership expectations, performance frameworks and the everyday behaviours that form culture.
This means:
Ensuring recruitment reflects your values
Making sure your employer brand matches lived experience
Helping leaders role-model ethical and inclusive behaviour
Embedding fairness and transparency
Building retention strategies that feel meaningful, not mechanical
Done well, this work strengthens reputation, deepens trust, reduces attrition and supports long-term organisational resilience.
Why this matters now
With skills shortages across multiple sectors and competition for talent at an all-time high, organisations can no longer rely on salary and job title alone. Candidates increasingly look for alignment with their own values, and employees take a long view about the organisations they want to grow with. Responsible business supports workforce stability, employer brand and performance. It also strengthens stakeholder confidence and helps organisations prepare for a more regulated, more transparent future.
The Exchange: where responsible business meets people strategy
At The Exchange later this month, we will explore what responsible business really means for HR leaders. We will look at the link between culture, talent, trust and long-term sustainability, and why people leaders are uniquely placed to influence it. This session sits alongside our focus on the human element of cyber preparedness, because resilience in any form begins with people.
How NRG supports responsible business through talent
At NRG, we see every day how responsible business is linked directly to recruitment and retention. Whether organisations are hiring at scale, delivering a specific project or looking for specialist skills, the culture they build and the values they live have a direct impact on their ability to attract and keep talent. We help organisations shape teams that deliver impact and strengthen culture.
Join us at The Exchange
If you would like to explore how responsible business can support your talent strategy and strengthen your organisation for the future, we would love to welcome you to The Exchange. Places are limited. To register your interest, contact Catherine Hingston by emailing catherine.hingston@nrgplc.com.