Sustainability has become a buzzword over the years due to many studies and statistics highlighting the depletion of natural resources, climate change, and other environmental issues. Governments and customers are putting pressure on businesses, in particular, to implement sustainability initiatives and makeing their operations greener and cleaner. Human resources can be viewed as a strategic partner since they can be very important in directing organizations and preparing them to make the necessary shift towards sustainability.

A report by Deloitte highlighted how culture was seen as the biggest barrier to achieving an organization’s sustainability goals. This is because when sustainability is not accepted by employees and management, it is hard to imbibe those solutions that can eventually lead to a greener business model. Making this happen can only be possible by integrating the human resources department to tackle the sustainability aspect smartly and holistically.

The Integration of HR and Sustainability

HR leaders can strategically align their hiring, onboarding, and employee engagement goals with sustainability goals and help employees demonstrate their commitment to sustainable practices. HR must be at the forefront of this revolutionary journey because the human element becomes a driving force in the shift towards eco-friendly operations.

A report by Forbes highlighted how transport is responsible for 27% of the UK’s GHG emissions. A simple employee-centric solution for this could be a hybrid work model or cycling set-up that can help cut down on the carbon footprint a business can have. Another such example can be imbibing sustainable cutlery, paper cups, or repair solutions that can make an organization a lower-waste machinery.

Such administrative decisions can be easily made with quick policy changes where HR plays a very dominant and clear role. The above-mentioned Deloitte report also shows leadership commitment and capabilities have around 23% of the total barriers that were observed in achieving a sustainable status. Thus, HR can be the real backbone in providing the better education required to tackle this huge yet important challenge that all businesses are facing.

The Critical Role of HR 

Creating a culture that speaks of sustainability

HR stands as a key driver in fostering an eco-conscious culture within organizations. This goes beyond a mere trend, representing a strategic move for both environmental impact and business success. HR’s role begins with aligning sustainability initiatives with core company values, ensuring they become integral to the organizational identity. 

For example, if one of the main goals of an organization is waste management, then with simple yet effective models across different departments, this can be achieved with ease. This goes above and beyond by aligning social responsibility to imbibe the culture of sustainability that the organization is trying to bring in. A culture that is in and around surrounded by minds that think alike and solutions that are based on sustainable aspects, be it energy management, technology, or manufacturing. Making the whole value chain sustainable is the key aspect of getting the operations sustainable, and for the whole organization to choose sustainable suppliers and vendors, it is important to have a culture that embodies sustainability as the core value without compromising on any front for personal or business benefits.

Recruiting, onboarding, and training with sustainability in a key role

One of the crucial functions of HR is talent acquisition, and finding the right cultural fit can be done while hiring people. For this, making job descriptions that speak about being a sustainable organization can be a great first step. This can be followed by hiring and screening people based on their basic values and beliefs to determine whether or not they can adopt the same sustainable-heavy culture. HR can introduce new hires to the organization’s sustainability initiatives during the onboarding process, stressing the significance of each employee’s role in the bigger picture. Training programs that inform staff members about sustainable practices pertinent to their jobs can be created and implemented by HR. This can include modules on energy conservation, waste reduction, and ethical sourcing. With HR implementing workshops, training programs, and internal campaigns to educate and involve employees in sustainable practices, they can transform the employees into passionate advocates for positive change.

Helping leadership build sustainable models

Organizations acknowledge the importance of leadership development in getting better prepared for the future of workplaces. Leaders need to keep evolving to meet the demands of the changing workforce. Now, when it comes to sustainability, it becomes of even more importance to get on the toes to understand the skills gap, either in the leadership itself or in their teams, to build sustainable work models. Ensuring the workforce is equipped to contribute to the organization’s sustainability objectives can be something that HR can help with. Providing training on sustainable leadership practices to emphasize the long-term benefits of incorporating eco-friendly strategies into business models can help make sustainability the core approach. This understanding can then be leveraged to make better decisions that are compliant with the sustainability initiatives that the organization is trying to take.

Evaluation and performance management around sustainable KPIs

One of the best methods to imbibe sustainability is by bringing in KPIs that are sustainable across different departments. This can positively encourage teams to focus on things that matter. These KPIs can cover a wide range of activities, including carbon footprint reduction, energy efficiency improvements, waste reduction, or the adoption of sustainable sourcing practices. Going to more granular levels, these KPIs can be, in some capacity, added to individual levels too, so that the impact can be felt right from the top to the bottom of the hierarchy. These models can be made by the HR wing and can be included in regular appraisals and feedback cycles in any organization.

HR can leverage their position as they are in touch with everyone, right from the top management to the individual contributors. They can bring in engaging programs that can help achieve sustainability objectives. HR plays a crucial role in driving these initiatives and helping an organization set its tone in the sustainable aspect. The power of HR teams is profound and wide. Work with a partner like Pierian Services to define and implement innovative solutions across strategic recruitment and lifecycle management and take your sustainability initiatives forward. Connect with us to learn more.