Ohio Public Employees Deferred Compensation Program

No leading practices were identified for the financial institution in the governance and strategy measurement area.

No leading practices were identified for the financial institution in the respecting planetary boundaries measurement area.

No leading practices were identified for the financial institution in the adhering to societal conventions measurement area.

In terms of its approach to senior leadership accountability, Ohio Public Employees Deferred Compensation Program has an opportunity to assign responsibility for sustainability to the group’s highest governing body and link the remuneration of its executive or management teams to sustainability performance criteria. Furthermore, no evidence was found that the financial institution is committed to gender equality and women’s empowerment. Ohio Public Employees Deferred Compensation Program could disclose the proportion of women in senior leadership roles as well as how it addresses any gender pay gaps. The financial institution has an opportunity to describe its engagement approach on sustainability themes and impact topics with clients and investees.

There is no evidence that Ohio Public Employees Deferred Compensation Program discloses a target to reach net-zero financed emissions by 2050. It has an opportunity to disclose the key sectors and companies it has identified as priorities to engage with on climate change, specifically on the alignment with the Paris Agreement. Furthermore, it could disclose the amount of its investment activities devoted to climate solutions. Regarding nature and biodiversity, no evidence was found that the financial institution is committed to minimising its negative impacts or financing regenerative solutions.

There is no evidence that Ohio Public Employees Deferred Compensation Program has a publicly available policy statement committing it to respect human rights laid out in the UN Guiding Principles and the ILO declaration on fundamental rights at work. Therefore, it has an opportunity to describe a comprehensive process for identifying its human rights risks and impacts across all its activities, especially its investment activities. It also has an opportunity to disclose the proportion of its total direct operations workforce for each employee category by age group, gender or another indicator of diversity.