Buzzword No. 3: Responsible Employment

When I started the podcast, I made a list of the social buzzwords I wanted to unpack. “Labour” was high on that list, and once I began scanning ESG and sustainability reports, the phrases responsible employment, responsible recruitment, and responsible employer kept popping up. But what do they actually mean? And how do corporate definitions compare to what they mean for us - the E&S practitioners?

Over the years, I’ve lost count of how many clients have described themselves as “responsible employers.” The evidence, however, often doesn’t match the claim. And by evidence, I don’t mean the HR policy or the polished sustainability report. I mean the management systems, processes, and day-to-day implementation that show whether a company truly delivers on its commitments. Without action, a policy is little more than a piece of paper.

On paper, things often look fine. But in practice, beautifully worded promises fall apart. Equal opportunity statements don’t help if managers are untrained, grievance channels go unanswered, or workers have no way of enforcing their rights. I’ve seen this pattern repeated across industries and countries. That’s why I wanted an honest conversation with someone who also works at the point where theory meets reality - when companies call for help after things have gone wrong.

For this episode, I invited David Russo from Impactt Consulting, with whom I’ve partnered on several labour assessments. Together we’ve developed terms of reference that don’t just review corporate policies but also test how those policies are applied on the ground. Our conclusion is always the same: the gulf between policy and practice is where most labour risks lie.

The rise of the gig economy has only widened that gulf. On the surface, gig work offers freedom and flexibility. But in reality, many workers are left without the basics: no paid time off, no sick leave, no insurance, no safety net. Zero-hour contracts, contractor arrangements, and “self-employed” classifications shift liability away from companies, while workers carry all the risk. Of course, entrepreneurship has its place - but let’s be honest: many businesses lean on this model not to empower workers, but to avoid paying taxes, health insurance, and pensions. The narrative of “flexibility” often conceals the real story.

One of the most striking points from my conversation with David was how companies usually approach consultants like us. Too often, it’s reactive: after an incident, a damaging headline, or pressure from investors and lenders. In those moments, urgency is external, not internal. More recently, though, we’ve started to see a shift. Some companies are reaching out proactively. They’re not asking how to draft better policies - they’re asking how to operationalise the ones they already have. How to make them live, breathe, and deliver results for workers.

That shift is encouraging. Policies will always matter - they set standards and expectations. But the real measure of responsible employment is whether workers feel supported, safe, and valued in their everyday reality. That takes practice, training, monitoring, and constant adjustment.

As I reflected on this episode, I realised I might need to bring in more guests who challenge me, not just those who agree. David and I share too much common ground, which makes for easy conversation. But perhaps that’s the point: when the same lessons echo across industries and geographies, the pattern becomes undeniable.

This is exactly why I created the podcast: to cut through glossy language and focus on what matters. Responsible employment isn’t about pleasing investors with well-phrased policies. It’s about ensuring workers - gig or otherwise - actually experience fairness and protection in practice. Until that happens, “responsible employment” will remain just another buzzword.

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