In recent years, companies have begun to focus more on sustainability and corporate social responsibility, and human resources departments have been trying to incorporate these philosophies into their own operations. Though it may seem like an arduous task, HR departments can help propel companies toward their sustainability goals by following some of the tips detailed here.
Is sustainability really that important?
Building a more sustainable workplace is not only important for the company’s employees, but also for the future of the earth as well. However, sustainability is about more than just recycling and finding ways to go paperless. In a broader sense, sustainability also includes understanding the needs of employees and implementing business practices that can be continued over the long term. Accomplishing this requires much forethought, and since HR professionals deal heavily in creating and enforcing company policies, it’s only fitting that they contribute to corporate sustainability strategies. HR should have a place on company-wide sustainability steering committees and other such planning groups.
For HR, sustainability also helps create a positive company image that can be extremely powerful in terms of recruiting top talent and keeping current employees engaged. People want to work for organizations they believe in—they want know that their employer cares about making a difference in the world, as well as being profitable. A company that is actively committed to sustainability can therefore position itself to current and potential employees as an “employer of choice.”
Helping employees overcome skepticism
Some may be skeptical of the need for sustainability in the workplace, but even at a practical level, it makes good financial sense, since most sustainability initiatives are focused on bringing about greater efficiency and less waste. No matter the industry, using less energy, water, or raw materials provides significant cost savings. Sustainability initiatives can include measures to overhaul and streamline the company’s supply chain, or smaller-scale programs to encourage employees to save resources at home and in the office.
To put it simply, sustainability is good business for any company, and HR has a key role to play in setting the tone among the workforce. The HR team can forge common ground by getting employees involved in corporate sustainability initiatives, taking their input seriously, and communicating this information to management. In this model, HR serves as the lynchpin of any corporate sustainability strategy. This is especially true for sustainability initiatives that encourage or require employees to change their behavior.
Recruitment, onboarding, and training are the main functions of HR, so it makes sense that HR’s contributions to corporate sustainability can start here. If you communicate the company’s corporate sustainability efforts early on, employees will be more open to subsequent initiatives down the line. A new employee who comes into a company knowing what to expect in terms of sustainability is a lot easier to convince of its benefits compared to long-time employees, who may be more stuck in their ways.
However, HR should also take the time to “sell” sustainability initiatives to tenured employees as well. The easiest way to get buy-in from this group is to demonstrate how such initiatives can benefit them and make their job easier. For example, if a company’s corporate sustainability efforts include going paperless and switching to time-tracking and project management software, it would be important to show employees how the software can save time and help them keep track of long-term projects more easily. By showing employees how new solutions benefit them directly and the company as a whole, HR will have an easier time gaining trust.
Aside from championing sustainability initiatives, HR should also request and analyze employee feedback. Though some employees may be reluctant to participate, others may have great ideas and would be happy to share them if asked.
Finding sustainability champions at all levels
HR can also play a major role in recruiting individuals within the organization to help lead sustainability efforts, particularly those that may impact employees’ job responsibilities. The focus should be not only on lower-level employees, but also those in management, as well as C-level executives.
When talking to upper management and executives, HR should help them understand how sustainability efforts will impact their relationship with their subordinates. According to a 2011 SHRM job satisfaction survey, employers who implement corporate responsibility programs often see a positive return on investment in the form of highly engaged employees, as well as a boost to their bottom line. It has been well-documented that engaged employees are likely to remain with their company longer and are more productive than their non-engaged counterparts. Companies with sustainability at the forefront can count on a higher retention rate, which, in turn, reduces the wasteful spending that comes with constant recruiting and onboarding of new hires.
Sustainability goes well beyond “going green” and can have a variety of meanings, depending on whom you ask. Overall, sustainability is a means of running a company that not only puts the planet’s natural limits at the forefront, but also offers positive benefits for the company’s employees and its bottom line, too.