People Sustainability: Key Insights for HR Departments

Introduction

In the pursuit of a sustainable future, we often focus on environmental conservation, renewable energy, and reducing carbon footprint. While these aspects are undoubtedly crucial, there is another facet of sustainability that often takes a backseat but is equally important: people sustainability. You can also call it sustainable workforce management. At its core, people sustainability is about nurturing and sustaining the most valuable resource – humanity itself.

What is People Sustainability?

People sustainability encompasses a broad range of aspects related to human well-being, development, and societal progress. Sustainable workforce management adopts a comprehensive perspective on corporate practices concerning human resources, encompassing four key areas which include: 1) diversity and inclusion, 2) employee well-being and quality of life, 3) workplace safety and decent working conditions, and 4) equitable compensation.

Let me inform you that EU has gone one step ahead. ?By 1 August 2022, all Member States of EU were required to have transposed the Directive on Transparent and Predictable Working Conditions into their national law. What is the Directive on Transparent and Predictable Working Conditions? It guarantees the following rights of workers (see https://ec.europa.eu/social/main.jsp?langId=en&catId=1313 ):

• more complete information on the essential aspects of their work, to be received early and in writing,
• a limit to the length of probationary periods at the beginning of the job to six months,
• take up another job with another employer, any restrictions to this right need to be justified on objective grounds,
• be informed within a reasonable period in advance when work will have to be done – especially for workers with unpredictable working schedules and? on-demand work,
• effective measures that prevent abuse of zero-hour contract work, meaning work contracts without a fixed amount of working hours,
• receive a written reply to a request for transfer to another more secure job, and
• receive cost-free mandatory training related to the job where the employer has a duty to provide this.

I can clearly anticipate that sooner or later, businesses operating in Pakistan will need to implement measures to ensure the rights of their employees as outlined above.

Why People Sustainability?

There are multiple reasons for promoting People Sustainability, aligning with various international commitments including the United Nations Sustainable Development Goals (SDGs), International Labour Organization (ILO) declarations, and other global initiatives:

Social Equity and Inclusion

People sustainability requires fostering a society where every individual has equal access to opportunities and resources. This includes addressing disparities in income, education, healthcare, and representation. Social equity and inclusion are fundamental for a just and sustainable world. It is in alignment with SDG 10, which focuses on reducing inequality within and among countries, and with SDG 1, which aims to eliminate poverty. Here it is worth-mentioning that there is a need to ensure that no child is engaged as a labour anywhere, as required by the Worst Forms of Child Labour Convention, 1999 (No. 182).

Health and Well-being

Healthy, happy individuals are more likely to contribute positively to society and the environment. Access to healthcare, clean water, nutritious food, and mental health support is essential for people sustainability. It in line with SDG 3 which aims to prevent needless suffering from preventable diseases and premature death by focusing on key targets that boost the health of a country's overall population. The relevant ILO conventions may include the Forced Labour Convention, 1930 (No. 29), and the Abolition of Forced Labour Convention, 1957 (No. 105).

Education

Education is a key driver of human development. A well-educated population is more capable of making informed decisions, adapting to change, and contributing to economic growth. People sustainability involves ensuring quality education for all. It aligns with SDG 4 which aims to ensure inclusive and equitable quality education and promoting lifelong learning opportunities for all.

Sustainable economy

A sustainable economy is one that provides decent work, fair wages, and economic security to its citizens. Promoting entrepreneurship, innovation, and responsible consumption and production are critical aspects of people sustainability. It is in harmony with SDG 8 which emphasis on promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. The relevant ILO conventions include the Equal Remuneration Convention, 1951 (No. 100), the Discrimination (Employment and Occupation) Convention, 1958 (No. 111) and the Minimum Age Convention, 1973 (No. 138).

Gender Equality

Gender equality is not only a fundamental human right but also a driver of sustainable development. Empowering women and ensuring their equal participation in all aspects of society is essential for achieving people sustainability. It aligns with SDG 5, which aims to achieve gender equality and empower all women and girl.

Social Cohesion

A cohesive society with strong social bonds is more resilient to challenges. Building trust, promoting community engagement, and addressing issues like discrimination and social unrest are integral to people sustainability. This aligns with SDG 16, which seeks to promote peaceful and inclusive societies for sustainable development, provide access to justice for all, and build effective, accountable, and inclusive institutions at all levels. The relevant ILO conventions include the Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), and the Right to Organise and Collective Bargaining Convention, 1949 (No. 98).

What is the role of HR Department in People Sustainability?

The role of the HR department in people sustainability is crucial for the long-term success and well-being of an organization. People sustainability, also known as human capital sustainability, focuses on the responsible management of an organization's workforce to ensure its continued growth, development, and contribution to the company's objectives.

The HR department can play a multifaceted role in ensuring the sustainability of an organization's people resources. Firstly, they can be instrumental in talent acquisition and retention by strategically attracting and hiring individuals who align with the company's values and objectives. Additionally, HR can develop retention strategies that encompass competitive compensation, benefits, and a nurturing work environment to retain top talent.

Moreover, HR can play its role for effective workforce planning, analyzing present and future workforce requirements to ensure the organization possesses the necessary skills and expertise to meet its business goals. They can anticipate workforce changes like retirements and proactively address potential skill gaps. HR also takes charge of training and development programs, enhancing employee skills and adaptability to foster growth, all of which contribute to long-term sustainability. Employee well-being is another area of focus, where HR can strive to create a balanced, supportive work atmosphere and offers wellness programs to cater to physical and mental health.

In addition to this, HR can emphasize diversity and inclusion to promote an equitable and respectful workplace. They can implement diversity initiatives to ensure a diverse workforce, enhancing the organization's resilience and adaptability. Performance management, setting clear expectations, and providing feedback and coaching to align employees with organizational goals are also part of HR's responsibilities. Furthermore, HR can oversee succession planning, ensuring a seamless transition as key employees retire or assume new roles.

HR's commitment to ethical and legal compliance can safeguard the organization from workplace issues, such as discrimination or harassment, promoting a fair and lawful work environment. HR can develop employee engagement strategies and cultivate a positive workplace culture, as engaged employees are more likely to remain committed to the organization's long-term success. Lastly, HR can play a pivotal role in change management, aiding employees in adapting to organizational shifts while ensuring minimal disruptions and a smooth transition. Together, these functions underscore HR can make a vital contribution to people sustainability, aligning human capital with the organization's enduring success.

Conclusion

People sustainability is a fundamental pillar of overall sustainability. It is about nurturing and empowering individuals and communities to lead healthy, fulfilling lives while preserving the planet for future generations. To create a truly sustainable world, we must recognize that the well-being of people is inseparable from the health of the environment and the prosperity of societies. By prioritizing people sustainability, we can build a brighter future where everyone has the opportunity to thrive.

Promoting people sustainability aligns with various international commitments, such as the SDGs and the International ILO declarations, emphasizing social equity, well-being, education, sustainable economies, gender equality, and social cohesion. These principles are not only ethical but also practical, as they contribute to a more just and resilient world.

The HR department has a central role to play in people sustainability, as it manages talent acquisition, retention, workforce planning, training, and well-being. Additionally, HR fosters diversity, ensures ethical and legal compliance, and promotes employee engagement and adaptability during organizational change. Their multifaceted responsibilities are crucial in aligning the organization's human capital with its long-term success and sustainability.

In a rapidly changing global landscape, businesses and organizations worldwide must recognize that people sustainability is not just a moral imperative but also a strategic necessity. Prioritizing the well-being and development of employees and society at large ultimately leads to greater resilience, innovation, and success for organizations, contributing to a more sustainable and prosperous future for all.