Research shows sustainability is still not a priority in the corporate setting, but HR departments have the ability, influence and position to drive internal change.
It’s fair to say that there are differing levels of prioritisation amongst businesses when it comes to the subject of sustainability and green practices. We have long known about the corporate world’s impact on society and the planet. This is not to say there hasn’t been progress, just not enough across the board.
This year, the conversation about sustainability holds its place in board rooms and can be seen within policies. The external perspective is all about emissions and action – the steps that businesses are taking to reduce their impact on the environment through supply chains and practices, and how they can reduce customers’ impact.
What is rarely spoken about is the internal departments and the influence and power they have to create change from within. I was fortunate enough to be given the freedom to research and write about this for the company I work at, Wade Macdonald. I decided to explore human resources and sustainability. Human resources (HR) has the potential to play a huge part in driving sustainable practices through evaluating current initiatives and identifying gaps that need addressing. The first step is to understand what sustainability really means.
Today we see corporate efforts in the form of recycling and energy-saving measures. However, as we know, true sustainability encompasses more profound commitments; ensuring a balance between environmental protection, social equity, and economic growth. The research undertaken showed a real mix of perceptions. A positive was the frequency of the term ‘reduction’ mentioned within free-text answers, highlighting the mutual understanding of the need to cut back on waste and tighten our grip on over-consumption. Within the report, various sustainability policies are explored, and it was great to see that many focus on the United Nations Sustainable Development Goals (SDGs), i.e. good health and well-being, gender equality, and responsible consumption and production. However, there’s a tendency to replicate policies rather than innovate.
There is a need for more tailored and impactful strategies – not copycat structures which make no impact. Despite widespread awareness, a third of those surveyed revealed that many businesses still treat sustainability as bringing a competitive edge or commercial gain rather than an ingrained value. This is where the white space within the corporate world lies, and where HR teams can be heard, suggest ideas and influence a shift in cultural behaviours internally.
Green HR management
Green HR management involves integrating environmental sensitivity into every aspect of HR, from hiring practices to training and compensation. The sample revealed mixed implementation, with notable efforts in green hiring and training but less focus on green compensation.
Employee engagement, development and compensation
HR is pivotal in fostering a culture of sustainability, influencing recruitment, training, and employee relations. Transparent communication and continuous education are essential to keep sustainability at the forefront of business practices. Offering green benefits like eco-friendly pensions and electric vehicle incentives can enhance employee satisfaction and retention rates.
Strategic goals and accountability
Setting clear, actionable sustainability goals is crucial. These might include reducing the carbon footprint of staff commutes, promoting diversity and inclusion, and ensuring ethical supply chains. Regular reporting and benchmarking against industry standards help track progress and maintain accountability.
With all this being said…
The report goes to show how much we need legal frameworks and government regulations if we are to drive widespread adoption of sustainable practices. While individual actions are vital, systemic change is needed to meet global climate goals. HR departments have the opportunity and influence to create change internally. By embedding sustainability into all areas of their role, from policy development to employee engagement, they can encourage collective action.
Our global journey towards a sustainable future is ongoing, but it can only progress if we continue to learn, improve and take action. The fight against climate change requires collective effort, and HR is at the heart of this transformation. It’s a win-win for organisations really. Not only will they be recognised as a great example for other businesses, but their internal structures will benefit. They will attract skilled and passionate individuals, and retain their current teams.
You can read and download the full report here. It breaks down the areas where HR can implement practices and changes and provides advice and suggestions too.
Issi Briggs is Marketing Manager at Wade Macdonald.
