86 Sustainability Report 2024 | Governance


Incentivizing sustainability


In 2023, we moved to create a library of performance goals, aimed at incentivizing sustainability through our Shared Success Incentivization Program.


This saw sustainability-related goals drafted for staff covering almost every job role and function.


Linking staff pay to sustainability performance is crucial for several reasons. Firstly, it holds employees accountable and incentivizes them to contribute to Crown’s strategic endeavours. By tying compensation to sustainability outcomes, Crown encourages responsible behavior and aligns individual efforts with the company’s long-term viability. Secondly, it sends a powerful message to employees and customers that the organization takes sustainability seriously. When staff members see their pay linked to ESG performance, they recognize the company’s commitment to creating value while minimizing negative impacts. Overall, integrating


sustainability metrics into compensation programs benefits both the organization and its workforce.


As of March 2024, more than 250 people in the organization have dedicated sustainability goals for this year, encompassing all levels of roles across regions.


Developing sustainability budgets


For the first time in 2023, budget holders have been asked to allocate provision for future spend as part of a regular budget line.


By allocating funds specifically for sustainable initiatives, Crown can strategically invest in sustainability-led products and services, mitigate climate change and other environmental impacts, while also improving its ESG performance. This strategic allocation not only benefits the planet but also enhances Crown’s reputation and long-term success.


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