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The Next Phase of Human Capital Disclosures

3 ways CHROs should evolve their approach to human capital disclosures

Source | | Quantum Workplace

The pressure is building around SEC human capital disclosures. Investor groups aren’t satisfied with what they’ve seen so far and are already pushing the SEC to require more robust, consistent disclosures that help them make better investment decisions.

The current, principles-based guidance is intentionally vague. Consequently, many CHROs and business executives have been playing it safe and taking a “wait and see” approach.

But now is the time to start making moves—to get ahead of the inevitable shift in expectations.

“This is a massive opportunity for HR leaders to demonstrate the value of their work, and for organizations to win the hearts and minds of shareholders,” says Greg Harris, Co-Founder and CEO of Quantum Workplace.

Here are 3 ways CHROs should evolve their approach as human capital disclosure requirements continue to evolve.

1. Capitalize on the increased attention around human capital.

The events of 2020 were transformational for HR—and HR teams across the globe have stepped up to the plate in big ways. Many HR leaders are overwhelmed, buried in more diverse priorities than ever before. And human capital disclosures may be at the bottom of the list.

But as investors continue to understand the value of human capital reporting and push for more transparency, there’s a lot of opportunity for HR leaders to elevate their status.

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