What is Biohacking and How Does It Relate to Well-Being? How can we optimize our external and internal environments, and how can companies support their employees in this? How significant are sustainability considerations when purchasing intimate hygiene products, and what impact can period poverty have on employees? These were among the questions discussed as members of the Social Capital Working Group gathered at the Generali Headquarters for an inspiring and insightful afternoon.

The meeting was opened by Éva Gerendás, Head of Talent Management & Transformation at Generali, who delivered a warm welcome. This was followed by a a speech from Attila Kelemen, CEO of ProSelf and Chair of the Working Group, who emphasized the importance of individual well-being and mental health. He also highlighted the disparities technology can create for certain groups and the severe barriers others face in meeting their basic needs.

One of the event’s central themes, biohacking, was introduced by Éva Gerendás. In her presentation, she outlined how technology and data-driven solutions can support health preservation and daily well-being. She emphasized a shift in perspective: visiting a doctor not because you’re sick and want to get better but because you’re well and want to stay that way—or even enhance your well-being for the long term. The goal is to optimize both external and internal environments, leveraging every tool available, whether technology, data, psychology, sports, nutrition, or meditation.

On the topic of corporate social responsibility, Nóra Hevesi, Communications and Campaign Manager at Tesco, spoke about the importance of combating period poverty and introduced their initiative, which won the BCSDH Sustainable Future Award in the “Human Value” category. Research related to the initiative revealed that sustainability factors account for only 8% of purchasing decisions for intimate hygiene products. It also found that women spend an average of HUF 4,200 monthly on menstrual products—a significant financial burden, especially for low-income families.

Zita Szederkényi, program leader, provided a brief overview of the outcomes from the “Future Leaders” program. The event concluded with a presentation by the MAN-Co project team (Boronkay Fanny, DSM, Halmai-Serfőző Petra, Fe Group, Varga-Kisteleki Kata, Nestlé, Kovács Ildikó, Mazak, Dr. Molnár Beáta, Progress Étteremhálózat), who shared corporate solutions aimed at mental health and burnout prevention. This successful project was presented with the intention of setting a tradition, inspiring innovative corporate programs in the future.

The meeting fostered vibrant discussions among committed participants, creating excellent opportunities for knowledge sharing and strengthening collaboration. The presentations and projects showcased during the program served as inspiration for further efforts in sustainability and corporate well-being development.

What can a telecommunications network company do for sustainability? What is a degrowth doughnut and how can it help Budapest sustainability? Can we imagine the end of capitalism? – These are some of the questions discussed at the last event of the “Future Leaders” Alumni at Nokia Hungary.

On November 6, a special program and a pleasant environment awaited the Alumni community at Nokia Hungary, where the recently graduated class of 2024 of the “Future Leaders” Talent Program was also represented. Attila Baranyai (Global Logistics Quality Manager) greeted the guests followed by a welcome address from József Pap (Supply Chain – Head of Excellence and Process Management). The attendees then had the opportunity to learn more about Nokia’s research and development lab in Hungary. Norbert Juhász and László Czencz, who led the visit, shared interesting insights about the lab’s power supply, cooling and protection systems. They also showcased a control room and their vast server room, where participants could even see part of the control center hardware that handled the first digital call.

Following the lab tour, Irén Márta, director of BCSDH, personally shared the good news with the Alumni community, that the “Future Leaders” Talent Program, of which all participants were a part of, won this year’s European Enterprise Promotion Award in Hungary in the category of ”Encouraging Sustainable Transition”.

Dr. Alexandra Köves, ecological economist and lecturer at Corvinus University of Budapest discussed the “doughnut economy” model, emphasizing the balance between human well-being and the planetary boundaries. She also presented the finding of their latest research, which examines Budapest’s sustainability status through the lenses of the doughnut model of degrowth.

After the thought-provoking presentation, thanks to our host, the participants engaged in informal discussion on the topics raised.

One of the most urgent sustainability challenges today is the dramatic rise in social inequalities and polarization, which also impact companies economically. Inequality is a consequence of our systems, and the solution lies in systemic transformation. Companies play an important role in this, primarily through their impact on employees and value chains. This was the theme of BCSDH’s business lunch held on October 10, 2024, which focused on reducing social inequalities and recognizing people as economic assets.

At the event, the Sustainable Future Awards were presented in four categories, recognizing outstanding leaders, leading women, and business solutions in the field of sustainability.

Budapest, October 10, 2024 – Inequality is increasing both globally and in Hungary. The wealthiest 1% of the world’s population owns 45.6% of global wealth, while the poorest half owns less than 1%. In Hungary, the top 10% of earners take home 40% of all income and 90% of capital income.

Inequality hinders social and economic development, and without immediate action, it may worsen further. Moreover, this process could weaken the results and impact of measures taken so far to address poverty, climate change, and economic transformation.

At the business lunch of the Business Council for Sustainable Development in Hungary (BCSDH), a recommendation and its associated five-point action plan were presented to help the business community take steps to reduce inequalities.

At the event, the organization, which brings together 148 member companies responsible for producing around 40% of Hungary’s GDP, presented the Sustainable Future Award for the eighth time in the categories of Change Leader, Leading Woman, Business Solution, and Corporate Transformation.

Systemic changes are needed to address social issues as well, as income, wealth, and welfare inequalities threaten the political and economic conditions on which business operations, innovation, and growth are based. Carolien De Bruin, Senior Director of Equity Action at the World Business Council for Sustainable Development (WBCSD) and a member of the Business Commission to Tackle Inequality (BCTI), spoke about the steps that can lead companies to make these systemic changes in her presentation.

“Rising inequality and tackling the ‘S in ESG’ in an integrated manner is both a material system- and business-level risk, and increasingly a regulatory requirement following the introduction of CSRD and CSRDDD, AND an opportunity to build value chains that are more resilient and ultimately productive. Collective, bold, and decisive action is needed to make this vision a reality. Through the Business Commission to Tackle Inequality (BCTI), we are investing in the solutions of tomorrow and squarely putting equity into the boardroom. We look forward to being joined by Hungary’s corporate frontrunners as we do [this],”– said Carolien De Bruin.

Companies can take steps primarily through their own employees, but they can also have an impact on three other stakeholder groups: workers in the value chain, consumers, and communities.

In his opening remarks, Attila Chikán Jr., President of BCSDH, emphasized: “The business case for reducing inequalities revolves around mitigating risks while contributing to the long-term sustainability of the economy. Reducing inequality requires coordinated action from all stakeholders—governments, companies, civil society organizations, and employees. It is crucial that people, as valuable assets, are recognized in these value-creating processes as we initiate these changes.”

It’s Time for Action! In our Time to Transform 2030 framework program, working with more than 60 company leaders and experts this year, we have collaboratively developed the following recommendation and five associated action plan proposals on the theme of recognizing people as valuable assets:

RECOMMENDATION:
Provide a fair livelihood by creating and maintaining an inclusive, flexible, and safe work environment that proactively supports development.

 

PROPOSED ACTION PLAN:

1. Pay a wage that ensures a fair livelihood.
2. Provide a safe working environment that supports the physical and mental health of employees, along with benefits and services.
3. Establish and implement flexible and inclusive employment systems tailored to individual circumstances.
4. Proactively support employees’ lifelong development and meet changing expectations.
5. Assess and extend the implementation of the above-described actions throughout the value chain.

 

How can we embark on this journey? How is the recognition of people as valuable assets already reflected in the processes of various companies? This was the focus of the roundtable discussion among company leaders, moderated by Márta Irén, Director of BCSDH, featuring Raffaella Claudia Bondi, Managing Director of Roche Hungary Ltd., Viktória Lucenko, Managing Director of Auchan Hungary Ltd., and Zoltán Mikó, CEO of Future FM Plc.

The main sponsor of this year’s Time to Transform 2030 program is Nestlé.

The sponsor of BCSDH’s carbon-conscious events is Ayvens.