(For the record, the US and Canada hit their overshoot day on March 14, while the UK managed to last until May 19. Pat yourselves on the back, folks.)
What does this have to do with HR management? Isn’t green branding more of a marketing problem? Or operations? Or any other department but HR?
The fact is: No company can go green without employee buy-in. Don’t get me wrong – leadership has to be all-in, too, but if your people aren’t on board with your green initiatives and policies, they’re going to fail and fail hard.
Which is where HR comes in.
In this Process Street post, I’m going to lay out 9 fairly simple best practices that you and your team should be doing if you want to ensure that your pro-environmental behaviors (PEBs) succeed.
We’re all doing our part to be more eco-friendly, but let’s not beat around the bush: At the end of the day, even saving the environment needs to have an ROI. The primary function of a business is to generate revenue, after all; if your company doesn’t have revenue, your Green initiatives are kind of a moot point.
It’s been around a while, in other words, so let’s look at some recent numbers.
85% of S&P 500 index file regular sustainability reports. Over 80% of investors factor ESG (environment, social, and governance) data into their decision-making. At the start of 2016, $22.89 trillion in assets (26% of all managed assets) were the result of sustainable investments – a nearly 5% increase since 2012. By 2020, sustainable assets under management $35.3 trillion (36% of managed assets).
“Going Green” isn’t just about paperless memos and reduced carbon footprints, though. It’s only through the commitment, performance, and efforts of your employees that you can effectively adopt environmentally aware practices. This requires a complete shift in your business’s values and cultures – a shift that is only possible if backed by your employees.
For your employees to adopt pro-environmental behaviors (PEB), you need to have established human resource practices that encourage them. You need, in other words, to “Green” your HR management, or as it has been creatively termed, Green HR management (GHRM).
As I’ll show you in this Process Street post, not only does GHRM create more environmentally aware employees, but environmentally aware employees are more engaged at work and have higher job satisfaction.
Agent *reader*, I call upon you today as we’re at a time of crisis. Humans have annihilated 83% of all wild animals and are disrupting a natural climate balance, throwing us into a projected future that is 4.1 – 4.8°C (39.38 – 40.64 °F) warmer.
It’s our duty, as citizens, business owners, and employees to change the narrative for our children’s lives; to kickstart a transition into a more sustainable future, one that enriches biodiversity and a balanced climate. And for this, we turn our attention to sustainable cities.
According to the World Health Organization, the global world population living in urban areas is expected to increase to 66% by 2050, making cities a perfect place to transform society and support biodiversity and a balanced climate.
In this Process Street article, we’ll become time-travelers, zipping into the future to assess two separate predicted scenarios.
Scenario 1: The continuation of human activity as normal.
Scenario 2: Transforming into a more sustainable future, starting with our cities.
Today, we meet at a crossroad, where our future could go two ways. We’ll explore these two separate scenarios, before addressing the role of sustainable cities in creating a more desirable world. We’ll look at how businesses must adapt to survive in a future that is carbon-neutral with rich biodiversity.