Sustainable HR

Sustainable People Experts

Kingswood Group is on their own journey to becoming a more sustainable business. We truly believe that by investing in our own good practice to become a more ethical, environmentally friendly business, not only us but our customers will benefit too!

Good People Equals Good Business

We help organisations build sustainable HR & Recruitment functions, processes and systems.
People are at the heart of every business, by demonstrating good people practices and strong leadership, businesses will achieve a higher performance overall and attract more opportunities.

If you’d like to experience the benefits of becoming a more sustainable employer, contact Kingswood Group today for a confidential discussion on how we can support your business.

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What is Sustainable HR?

Sustainable HR, also known as Green HR or Sustainable Human Resource Management, is an approach that integrates environmental sustainability principles into HR practices and strategies within organizations. It recognizes the impact of HR activities on environmental sustainability and aims to align HR practices with the organization’s sustainability goals.

Here are some key aspects of sustainable HR:

Recruitment and Talent Management: Sustainable HR focuses on attracting and selecting candidates who share the organization’s commitment to sustainability. It involves incorporating sustainability criteria into job descriptions, candidate assessments, and interviews. Additionally, it may involve developing strategies to retain and develop employees with sustainability expertise and promoting a culture of sustainability within the organization.
Employee Engagement and Education: Sustainable HR encourages employee engagement and education on sustainability issues. This can include providing training on sustainable practices, promoting environmental awareness campaigns, and encouraging employees to contribute innovative ideas for sustainability improvements.
Performance Management and Metrics: Sustainable HR establishes sustainability-related performance metrics and goals for employees. These metrics can include measuring energy consumption, waste reduction, carbon footprint, or employee engagement in sustainability initiatives. Performance evaluations can consider an employee’s contribution to sustainability goals and initiatives.

Work-Life Balance and Well-being: Sustainable HR recognises the importance of work-life balance and employee well-being in promoting sustainability. It may involve flexible work arrangements, promoting employee health and well-being programs, and encouraging sustainable commuting options such as public transportation or carpooling.
Supply Chain Management: Sustainable HR extends its influence beyond the organisation to the supply chain. It involves collaborating with suppliers and contractors to ensure sustainable practices are implemented throughout the value chain, such as using eco-friendly materials, reducing waste, and adhering to ethical labour practices.
Reporting and Transparency: Sustainable HR involves reporting and communicating the organisation’s sustainability efforts to internal and external stakeholders. This includes transparency in disclosing environmental practices, sustainability goals, and progress reports.
By integrating sustainability into HR practices, organisations can align their human capital management with environmental goals, foster employee engagement, enhance their corporate social responsibility image, and contribute to a more sustainable future.
It’s important to note that the specific implementation of sustainable HR practices may vary across organisations based on their size, industry, and sustainability objectives.

Benefits of having a Sustainable People plan

Also known as the Social Pillar of a sustainable business (alongside Environment and Economic), the people element of being a sustainable business is just as important as the other pillars.
By being socially responsible, organisations can benefit from the following (to name but a few!):