The Sustainability Grand Prix – Advantage Hr:
The Sustainability Grand Prix – Advantage HR:
Sustainable development involves not only a broad view of social, environmental and economic outcomes but a long-term perspective concerned with the interests and rights of future generations – it is a trade-off between the present and the future. Sustainability predicates an inclusive approach to action that recognizes the need for all people to be involved in the decisions that impact their lives.
Sustainable development is too wide and too pervasive to be left to environmental specialists or select functions. It needs to draw support and contribution from across the organization. In a business context, sustainability needs to address how business can contribute to some of the most significant challenges facing the world today – climate change, degradation of biodiversity, working conditions, health; work life balance and social justice. Business activities need to be conducted responsibly throughout the value chain.
It is in this milieu that we seek to explore how HR can contribute to sustainability. Can HR be the master-weaver that can spin sustainability into the familiar fabric of recruitment, reward and renewal? Can HR test the role and relevance of sustainable development in everyday work, measure its impact on strategic goals and index individual and team performance in this area?
The latest trend is for businesses to adopt proactive, strategic tools such as ISO 14001 and OHSAS 18001, Green Marketing, Eco-labeling and their like to gain competitive advantage. Enlightened corporates have started moving beyond compliance towards environmental excellence by developing more eco-friendly and greener services so as to institutionalize a sustainable business model for the long haul. Here HR can play a crucial role in articulating and implementing corporate mission and values, codes of conduct, environmental training, employee empowerment and a sustainability oriented work logic and work culture.
Sustainable development involves not only a broad view of social, environmental and economic outcomes but a long-term perspective concerned with the interests and rights of future generations – it is a trade-off between the present and the future. Sustainability predicates an inclusive approach to action that recognizes the need for all people to be involved in the decisions that impact their lives.
Sustainable development is too wide and too pervasive to be left to environmental specialists or select functions. It needs to draw support and contribution from across the organization. In a business context, sustainability needs to address how business can contribute to some of the most significant challenges facing the world today – climate change, degradation of biodiversity, working conditions, health; work life balance and social justice. Business activities need to be conducted responsibly throughout the value chain.
It is in this milieu that we seek to explore how HR can contribute to sustainability. Can HR be the master-weaver that can spin sustainability into the familiar fabric of recruitment, reward and renewal? Can HR test the role and relevance of sustainable development in everyday work, measure its impact on strategic goals and index individual and team performance in this area?
The latest trend is for businesses to adopt proactive, strategic tools such as ISO 14001 and OHSAS 18001, Green Marketing, Eco-labeling and their like to gain competitive advantage. Enlightened corporates have started moving beyond compliance towards environmental excellence by developing more eco-friendly and greener services so as to institutionalize a sustainable business model for the long haul. Here HR can play a crucial role in articulating and implementing corporate mission and values, codes of conduct, environmental training, employee empowerment and a sustainability oriented work logic and work culture.