Help create environments inside and outside our companies that enable employees and our communities to thrive.

Ensuring wellbeing in the workplace is something we all need to work on, including throughout our supply chains. But increasingly we see the spotlight—and the management agenda—shifting to include the wider world of family and community.

Maintaining and restoring the social fabric is generally seen as a role for governments and the public sector, but it is also very directly in the interest of long- term businesses. Business can’t thrive in workplaces and communities that are failing—just as it can’t succeed on a planet that is failing.

Our collective action

We are working together to scale systemic solutions

Making Work 100% Human

The B Team’s 100% Human at Work Initiative was established in 2015 based on the principle of advancing human dignity and the belief that work should be equal: that there should be equal pay and benefits for equal work; that working conditions should be decent and supply chains transparent; treatment should be consistent across the workforce; and that all workers should be safe and healthy.

Specifically, we are looking at issues around gender equality, LGBTI rights, supply chain issues and refugees and migrants. Through this work, we hope to shift the needle towards a more equitable and prosperous planet, and to help shape the future of work in positive ways.

Our vision for 100% Human is that:

• Businesses create and maintain working environments that recognise, protect, and promote the human rights and talents of people from all backgrounds, ethnicities, genders, sexual orientation, and economic status.

• Businesses are motivated to eliminate forced labour from their supply chains to and promote working conditions across all areas of their work that are conducive to dignity, purpose and belonging.

Our work has two parts:

• Policy, research and advocacy: Using the convening and advocacy power of The B Team Leaders to push for positive change. Key achievements to date include hosting successful round table discussions on refugee and migrant issues, extending Leadership support to business leaders around the world who have taken brave public stands on LGBT-related issues, and publishing key reports on refugees and around the future of work.

• The “100% Human at Work” Network: a group of companies gathering at regional headquarters around the world to talk about work-related workplace and supply chain issues.

Goals:

  • Grow the 100% Human Network to over 200 business leaders and companies who are sharing and catalysing experiments to deliver better ways of working
  • Expand the 100% Human Network globally and hold regional gatherings in Australia and Africa
  • Drive policy and culture change on unacceptable issues that are contrary to a human-centred company

Our Plan

Progress:

We have developed a 100% Human Network, inviting senior business leaders to share ideas and learnings from their organisations which enable people to thrive. With insight from this network we have published a report on New Ways of Working, researching the global drivers and key changes that are impacting the future of work, and defined the five elements that create a human-centred company.

In 2016 we expanded the focus of our work to include migrants and refugees. More people are on the move than any time in history, fleeing from conflict, oppression, and, increasingly, the impacts of climate change. In December 2016 we released our report on how businesses could help mitigate the plight of refugees and migrants, by welcoming them and supporting them becoming part of their new communities.

Future Plans:

In 2017 we launched networks in Australia and South Africa (with a further event planned in Kenya in November); these join our already-established groups in the UK and US. There are now over 250 participating companies worldwide, discussing everything from mental health services provision to progressing towards Marriage Equality to how companies can better welcome refugees and migrants within their workforce.


Leading by Example

Learn about the progress that’s being made

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