The E-ESG approach proposed by authors Carlos Cortés, Ángel Castiñeira, and Ferran Montserrat underlines that genuine sustainability begins internally before it can authentically extend to environmental and governance dimensions. Rather than focusing solely on external indicators, such as emissions reductions or supply chain audits, E-ESG encourages companies to cultivate internal cultures where employees feel valued, heard, and empowered to contribute meaningfully. Research on the Spanish job market indicates that when organisations deeply embed employees into their ESG strategy, they see tangible benefits, including reduced turnover, enhanced innovation, and more substantial alignment with corporate values. By elevating the social dimension and transforming it into an employee-centric foundation, E-ESG redefines how modern companies should approach long-term value creation and stakeholder trust.
By elevating the social dimension and transforming it into an employee-centric foundation, E-ESG redefines how modern companies should approach long-term value creation and stakeholder trust.
The series also pays special attention to emotional health as a critical element in attracting and retaining talent. Esade emphasises that modern employees prioritise workplaces that actively support mental wellbeing. The article asserts that the main factors people look for in a job are a positive culture (46%), mental health and wellbeing (42%), purpose (40%), and work flexibility (38%). This insight challenges companies to reimagine talent attraction strategies not simply as branding exercises but as deep commitments to employee experience. By cultivating an emotionally healthy environment, organisations create conditions that encourage authenticity, collaboration, and sustained motivation. The article highlights that nearly half of all professionals select their employers primarily based on emotional health and workplace culture, surpassing traditional considerations like salary or location. The reports reinforce that emotional well-being has transcended its status as a supplementary benefit and has become a core strategic pillar for talent competitiveness. The article clearly states that companies neglecting emotional health risk losing access to the most qualified candidates, jeopardising both short-term operational performance and long-term organizational reputation.
The report further explores how emotional health intersects with other strategic pillars such as diversity, inclusion, and leadership development. By prioritising emotional wellbeing, companies can break down hierarchical barriers, foster transparent communication, and create an environment where diverse perspectives are welcomed and celebrated. Emotional health is not merely a benefit; it is a fundamental criterion shaping employer attractiveness and internal loyalty. According to Carlos Cortés, a healthy workplace culture supported by strong emotional health initiatives correlates with higher engagement levels and lower absenteeism rates. Moreover, it creates a ripple effect that positively influences external perceptions of corporate responsibility. The text also mentions that “emotional health is now viewed as a competitive differentiator,” signaling a major shift in how organizations must structure their value propositions to current and future employees. This insight underscores the necessity for leaders to integrate emotional well-being into core business strategies rather than delegating it to isolated wellness programs. By embedding these practices systematically, companies enhance both employee satisfaction and organizational resilience, laying the groundwork for sustainable growth.
Integrating emotional health into E-ESG ensures that employees are recognised as whole individuals whose mental and emotional states directly impact innovation, adaptability, and overall business performance. Companies that adopt this integrated approach benefit from stronger reputations in the talent marketplace, greater investor confidence, and enhanced societal credibility. Furthermore, organizations report concrete operational advantages, including lower turnover, higher internal mobility, and greater alignment between corporate purpose and day-to-day behaviours. This unified vision moves beyond superficial corporate social responsibility gestures and evolves into a robust strategy where people drive organizational success and long-term viability. In doing so, this Spanish-focused series offers not just theoretical insights but also practical frameworks empowering leaders to transform their organizations from within, which global partners can universally adopt. As businesses face increasingly complex global challenges, those that prioritise emotional health and embed employees at the heart of sustainability will be uniquely positioned to thrive, inspire, and shape a more inclusive and resilient future.
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