League rules, procedures, scoring and so much more!
Introduction
Step into a new frontier of environmental action with the Global Climate League, where the focus is on the bioregional stage. Whether you're an individual, a company, a school, or a community group - everyone's invited to join this exhilarating venture.
Under the vast umbrella of the Global Climate League, 185 teams emerge, each representing a distinct bioregion on our planet. It's not just a league; it's a movement uniting people worldwide. Picture this: 5 theme-leagues, each with its own set of league-specific standings and a coveted championship.
Now, here's the magic - the teams aren't just made up of players; they encompass everyone in the bioregion contributing to activities related to the 5 key themes. It's a dynamic collaboration where individuals, organizations, and companies join forces, driving impactful change right where it matters most. Welcome to the Global Climate League, where every bioregion becomes a stage for environmental and social transformation.
How to...
League scoring methodologies, goals & indicators
Methodology Profile
Methodology Indicators & KPIs
Category:
Social
Macro-indicator:
Employment
Methodology:
GRI
Goal:
Benefits provided to full-time employees that are not provided to temporary or part-time employees
Benefits which are standard for full-time employees of the organization but are not provided to temporary or part-time employees, by significant locations of operation. These include, as a minimum:
i. life insurance;
ii. health care;
iii. disability and invalidity coverage;
iv. parental leave;
v. retirement provision;
vi. stock ownership;
vii. others.
Category:
Social
Macro-indicator:
Expenditure on employee training per year per employee
Methodology:
SDPI - Sustainable Development Performance Indicators
Goal:
To disclose the expenditure on employee training per year per employee for the last five years.
The scale of an entity’s investment in employee training (i.e. in human capital) and the degree to which this investment is made across the entire employee base, in terms of hours of expenditures. The direct and indirect costs of training are to be considered; for example, course fees, trainers’ fees, training facilities, training equipment and related travel costs.
Category:
Social
Macro-indicator:
Expenditures on employee health and safety as a proportion of revenue
Methodology:
SDPI - Sustainable Development Performance Indicators
Goal:
To disclose expenditures on employee health and safety as a proportion of revenue for the last five years.
The total expenses incurred by an entity to guarantee employees’ health and safety as a proportion of total revenue.
Category:
Social
Macro-indicator:
Fair Wages
Methodology:
Doshisha University Value Research Center
Goal:
Pay-scale equity among different level employees
Have a written policy about pay-scale equity practices, with no one earning more than 15 times the annual salary of the lowest paid worker, and 0% variance in pay between genders within each pay-scale class.
Complete the form (first time only) to download the document, and then click the link to go to the specific page.
Category:
Social
Macro-indicator:
Fair Wages
Methodology:
Doshisha University Value Research Center
Goal:
Transparent Reporting on Wages
Full and transparent reporting on wages paid across worker categories and locations
Complete the form (first time only) to download the document, and then click the link to go to the specific page.
Category:
Social
Macro-indicator:
Fair Wages
Methodology:
Doshisha University Value Research Center
Goal:
Transparent Reporting on Employees
Reporting includes all employment numbers including - permanent, full-time, part-time, temporary, interns, new hires, departed, gender, & ethnicity within each calendar year.
Complete the form (first time only) to download the document, and then click the link to go to the specific page.
Category:
Social
Macro-indicator:
Forced or Compulsory Labor
Methodology:
GRI
Goal:
Operations and suppliers at significant risk for incidents of forced or compulsory labor
A. Operations and suppliers considered to have significant risk for incidents of forced or compulsory labor either in terms of:
i. type of operation (such as manufacturing plant) and supplier;
ii. countries or geographic areas with operations and suppliers considered at risk.
B. Measures taken by the organization in the reporting period intended to contribute to the elimination of all forms of forced or compulsory labor.
Category:
Social
Macro-indicator:
Freedom of Association and Collective Bargaining
Methodology:
GRI
Goal:
Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk
A. Operations and suppliers in which workers’ rights to exercise freedom of association or collective bargaining may be violated or at significant risk either in terms of:
i. type of operation (such as manufacturing plant) and supplier;
ii. countries or geographic areas with operations and suppliers considered at risk.
B. Measures taken by the organization in the reporting period intended to support rights to exercise freedom of association and collective bargaining.
Category:
Social
Macro-indicator:
Health and Safety
Methodology:
Circle Economy Foundation
Goal:
Occupational mortality frequency
Yearly cases of mortality on the workplace, broken down by sector, indicating the level of risk associated with health & safety of a specific sector, which usually suggest a higher expenditure in safety measures.
Category:
Social
Macro-indicator:
Health and Safety
Methodology:
Circle Economy Foundation
Goal:
Occupational illnesses
Yearly cases of illnesses diagnosed that can be attributed to professional activities that expose the worker to the factors that caused the illness, indicating the level of risk associated with health & safety of a specific sector, which usually suggest a higher expenditure in safety measures.
Category:
Social
Macro-indicator:
Health and Safety
Methodology:
Circle Economy Foundation
Goal:
Employment in excessive working time
Number of employees working more than the contractual hours to determine the percentage of workers working excess hour give an idea of how many jobs can be supported by additional hirings.
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