The ESG Landscape: Green, Not ‘Greenwashed’

There’s little evidence of the practice among sustainable investments, says S&P, as investors increasingly want proof an investment is doing what it claims and is not just a label.

As retirement plan sponsors and other investors consider sustainable investments, they likely are questioning how to confirm that a bond or fund, marketed as green, truly lives up to its name.

Investors have concerns about “greenwashing.” The term first appeared in 1986, in an essay by environmentalist Jay Westerveld. There, he claimed that a hotel asked it guests to reuse their towels, purportedly to save the environment but, in reality, to save it money. Since then, the meaning has broadened to what S&P Global describes as “making exaggerated or misleading environmental claims, sometimes without offering significant environmental benefits in return.”

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In fact, for 44% of investors surveyed by Quilter Investors, in May, “greenwashing” of investments is their greatest concern when it comes to environmental, social and governance (ESG) investing.

S&P Global noted those findings in a recent comment on its website, yet said such fears are generally groundless. There “seems to be little evidence [the practice] has become widespread in reality,” it wrote, also indicating that the maturing of the market, stakeholder demands and institutional efforts have been bringing this to bear.

Still, the comment mentions a sprawl of complexities a sponsor needs to sort through, many of which make it hard to compare investments or gauge their sustainability quotient: various inconsistencies—from how funds are labeled to “what [even] constitutes a ‘green’ or ‘social’ project”—also poor transparency, no standard measures for performance or reporting, no regulation, and a burgeoning demand for ESG products.

Uncertain Numbers

“The mainstreaming of ESG investing has had a galvanizing impact on how sustainability factors are incorporated into investment decisions, including at the financial instrument level,” wrote S&P Global, estimating that “sustainable bond issuance, including green, social, sustainability and sustainability-linked bonds, could collectively exceed $1 trillion this year—a near five-times increase over 2018 levels.” That is, it said, assuming the numbers reported and totaled are trustworthy.

If some stock funds are any indication, that trillion could need to be downsized a bit.

According to an InfluenceMap study reported on in the Financial Times, the think tank assessed 130 supposedly climate-focused funds—e.g., “fossil fuel reserves free” or “fossil fuel screened”—and determined they collectively held $153 million in shares in either an oil company or oil service company. It also found that 72 funds “were found to be misaligned with the Paris agreement goal of limiting global warming to well below 2 degrees Celsius.” Total assets in the tainted funds were more than $67 billion.

“It’s very hard for investors to be able to accurately ascertain whether funds that are branded [as climate-focused] are actually Paris-aligned or not,” InfluenceMap analyst Daan Van Acker was quoted as saying.

What Does That Mean?

Investors trying to gauge a company’s compliance with ESG standards might be stymied by the sometimes vague terminology and conflicting conventions by which investments are named. As the S&P comment noted, the “Journal of Environmental Investing Report 2020” cited “over 20 different labels[—such as green bonds, ESG bonds and climate awareness bonds—]being used for sustainable debt instruments, which all align with different [ESG] guidelines and frameworks.”

Investors may also be unclear as to whether a green bond’s proceeds, intended to finance new projects, actually get used for that purpose or make an environmental impact, the comment says, referring to findings by the Climate Bonds Initiative. Performance standards are lacking or are relative, and many issuers fail to report results, said S&P Global, noting its own observation that proceeds often go to refinance existing projects.

Regardless, having evaluated all of the bonds in its database, “[CBI] has ultimately concluded that greenwashing overall remains rare as issuers genuinely finance green projects and assets,” the comment says.

Sustainable, social and transition bonds, which are newer to the market than green bonds, have similar limitations and challenges, evoking the same heightened concerns about “washing,” S&P Global said.

In “social-washing,” investors suspect an issuer of “overstating the social impact of its financial projects without adding social benefits,” the firm explained, adding that social impact is less definite and therefore harder to measure than environmental impact. Bond issuers are more apt to measure in terms of “dollars spent, loans issued, number of participants or hospital beds added,” which neglects the human component in how much social outcomes were improved.

COVID-19 also prompted issuers last year to forgo recommended credibility-building procedures in favor of pushing out funds to—hopefully—help finance the discovery of a vaccine or cure. Tracking and disclosure procedures now need to catch up, the comment said.

Transition bonds are sold to companies that want to adopt ESG practices but need help to finance their changeover. According to S&P Global, “washing” here would obscure the fact that a project financed might do little to shrink a company’s carbon footprint and, in some cases, could even increase it—e.g., if a company needed to move or build a new plant. “Issuers may also be criticized for lacking ambition and having weak or superficial sustainability commitments that represent little more than a continuation of ‘business as usual’ practices, which actually have a deleterious impact on national or corporate greenhouse gas-emissions [GHG] goals,” S&P Global wrote. “Such concerns, we believe, have undermined the growth of the transition finance market with only 16 transition bond deals recorded as of June 2021 according to Dealogic.”

Nonetheless, S&P Global goes on to credit investor scrutiny for the progress made, and that continues to be made, in “the transparency, robustness and credibility of sustainability commitments.”

“It’s becoming clear that entities can no longer simply state their sustainability goals or long-term targets,” the firm continues. “Stakeholders want to see companies produce detailed transition action plans, backed by data and shorter-term interim targets, which demonstrate strong commitments toward a more sustainable future. Ultimately, we believe that companies that can substantiate their environmental claims, and align financing with a business strategy rooted in long-term ESG goals, will be better fit to withstand potential reputational, financial, and regulatory sustainability-related risks that will evolve over time.”

A Push for Standardization, Accountability

S&P Global says work is already underway to bring uniformity, clarity and accountability to the ESG market.

For one effort, the International Capital Market Association (ICMA) and the Loan Syndication Trading Association/Loan Market Association/Asia Pacific Loan Market Associations launched a set of voluntary principles “to promote standardization and transparency for use-of-proceeds and sustainability-linked bond and loan markets”—and the uptake has been good, with an estimated 97% of use of proceeds and 80% of sustainability-linked bonds issued globally adhering to them in 2020, according to ICMA and Environmental Finance.

Much work is also being done in Europe. The European Union (EU)’s Taxonomy Regulation “is a major step in creating a more unified language [for] sustainability and promoting greater availability and reliability of ESG data and disclosures to investors and other stakeholders,” S&P Global wrote.

The European Commission has also proposed a voluntary EU Green Bond Standard for the use of green bonds; issuers would have to report in detail how they allocate bond proceeds and how the funded projects align with the taxonomy, S&P Global said.

Behavioral Science-Backed Strategies for Financial Wellness Engagement

Beth Brockland, with Financial Health Network, shares three ways to help employees best use their financial wellness benefits.

Over the past year, employees have experienced tremendous changes to how and where they work. Many are now being asked to pivot again, as COVID-19 restrictions are eased and more workplaces transition to a hybrid work model or return to the office. With the future still uncertain due to emerging variants of the virus and upended workplace norms, employees are experiencing significant mental and emotional stress.

Financial stress is rampant, too, especially for Black and Latinx workers, women and those classified as essential workers. Overall, 86% of employees in a MetLife study say finances are a top source of stress for them now and in the future.

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The good news is that employers are well-positioned to meet this moment. Employee financial wellness programs have proliferated in workplaces in the past decade, and 85% of employers say they plan to spend the same amount or more on financial wellness benefits over the next two years because of the pandemic, according to a Financial Health Network study.

Yet offering financial wellness benefits doesn’t help if employees don’t know about them or can’t use them. This is especially true now and into the future, as the workplace becomes increasingly decentralized and human resource (HR) leaders have fewer face-to-face interactions with employees.

With this in mind, the Financial Health Network uncovered three promising strategies from behavioral science and human-centered design that HR leaders can use to promote employee engagement with financial wellness benefits: 

Simplify. Benefits are often difficult to understand, and employees can experience choice overload when faced with complex benefits decisions. Navigating benefits is often even more challenging for lower-wage employees, who are less likely to have access to a computer or time to learn about benefits during the workday.

As one employee we interviewed explained, “During onboarding, you want to make the best decision, but you don’t really know how. If you’re rushed, you’re not going to make the best decisions.” Reduce the number of options employees have to consider and make use of proven behavioral design features such as automation and defaults to make benefits decisions less overwhelming.

Motivate. Some employees might not see the value their benefits can offer. This might be especially true for low-wage employees, particularly those who struggle to pay bills. Even savings benefits such as defined contribution (DC) retirement plans and health savings accounts (HSAs) can be seen as risky because they limit people’s flexibility and ability to deal with unforeseen expenses. Use personas and examples to demonstrate how the benefit is meeting needs and providing value for others like them. Make sure your communications reflect diversity consistently across design, messaging and activities, including but going beyond representations of class, race, ethnicity, gender identity, sexual orientation and ability to reflect a diverse range of needs and life stages.

Another example of using behaviorally informed tactics to encourage uptake of financial wellness benefits is implementing active choice messaging. In one recent study, we found that simply asking employees to choose a savings goal or to indicate “I don’t want to save right now” when onboarding onto a financial wellness app increased the number of users who saved via automatic paycheck withdrawals by 31% after eight months.

Support. For some employees, barriers related to language, culture and accessibility can make it challenging to access the benefits available to them. As one employee told us: “[Benefits are] like if you went to a really cool restaurant, but you didn’t see anybody else around and couldn’t see what the dishes looked like. And they give you a big menu in another language with no pictures on it. It makes you feel uncomfortable ordering.” Don’t leave employees struggling to access benefits information; make it clear where they can go with questions or if they need help.

Trust can also be an issue. When employees perceive a lack of management support for financial health benefits, they may be less likely to use them. Clear the air in your benefits communications: acknowledge where things aren’t easy and show that your goal as an employer is to help employees effectively use their benefits. This could include regularly reminding employees about unused benefits or providing information about how to get more out of benefits such as HSAs, in concrete dollar terms. 

As the workplace evolves, employers are looking for new and creative ways to encourage usage of financial wellness benefits. With the strategies outlined above, employees will benefit from lower stress and greater productivity—a win-win for employees and employers.

 

As the Vice President, Workplace Solutions, at the Financial Health Network, Beth Brockland designs research and tools to help employers assess and improve the financial health of their workforce. With her career background focused on expanding opportunities for underserved communities, Brockland is excited about the role that employers can play in helping employees who are financially struggling improve their financial health.

This feature is to provide general information only, does not constitute legal or tax advice and cannot be used or substituted for legal or tax advice. Any opinions of the author do not necessarily reflect the stance of Institutional Shareholder Services Inc. (ISS) or its affiliates.

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