Publication
Understanding carbon capture and storage (CCS) in Canada: An overview
Canada is well-positioned to be a leader in Carbon Capture and Storage (“CCS”).
Global | Publication | December 2021
During the pandemic, employees rethought their relationship with work. Our previous paper on this ‘Great Enlightenment’ concluded that employees now seek roles that offer competitive remuneration with other benefits including flexibility, health, wellbeing, and work-life balance.
Good leaders understand that their organisation’s future success depends on whether they can compete for key talent in a global labour market where:
Winning this increasing competition for talented employees is essential, and organisations wanting “to attract and retain the talent they need to move forward must understand the top priorities of their future workforce.”1
From all the available options, which new attraction and retention initiatives will work in your organisation, your sector, and your country?
The needs, wants, motivations and frustrations of existing employees and potential new hires can be identified by asking them. “Do not assume. Simply ask employees…”2
A third-party online survey3 is a good way to survey all employees. Just make sure you take visible action in response. According to McKinsey, employees are “not tired of you asking them. They’re upset about you not doing anything with it.”4
The main aims of this survey are to discover what employees:
As they are critical to your future success, it is suggested that you also engage directly with your key talent pool5 by inviting them to participate in focus groups using external facilitators. Involving the leadership team in these focus groups will enable mutual understanding and direct feedback.
Another suggested initiative is to engage a third-party to survey key talent employed by your competitors and other organisations.6 The main aims of this ‘potential key talent’ survey are to discover:
In combination with your organisation’s usual attrition data and exit interview information, the employee feedback obtained by the various means outlined in this paper will clearly identify:
Your organisation’s Employee Value Proposition (EVP) is defined by Gartner as “how the labour market and employees perceive the value employees gain by working in”7 your organisation.
EVP enhancement and modernisation, with employee survey feedback as one key input, will be discussed in our next paper.
Finally, throughout this process of discovering your employees’ wants and needs, it is suggested that your organisation develops an internal (and later, external) communications strategy to:
Publication
Canada is well-positioned to be a leader in Carbon Capture and Storage (“CCS”).
Publication
Hydrogen has long been of interest as a low emission or emission-free energy source. For Canada, its use, production, and transportation loom as a new energy disruptor. As a fuel, hydrogen is a clean power source that when combusted, produces no carbon dioxide emissions, only water vapour. Some methods used to produce hydrogen do, however, generate emissions.
Publication
The ‘Omnibus package’ is due to be negotiated by the European Parliament and the Council. When initially published by the European Commission on 26 February 2025 (see our previous publication on this here), the Omnibus instantly drew attention in light of the significant changes it sought to introduce to the EU Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CS3D).
Subscribe and stay up to date with the latest legal news, information and events . . .
© Norton Rose Fulbright LLP 2025