Published On: June 5th, 2024Categories: Contenidos Técnicos
oracle

When the topic of environmental, social and governance (ESG) initiatives is broached in the context of Human Resources, the mind often goes straight to diversity, equity and inclusion (DEI) and wellness programs. However, it is essential to step back from these issues for a moment and ask a crucial question: Can HR truly contribute to an organization’s environmental objectives? The answer is a resounding yes, and even more so than is commonly thought. It is time to move beyond the stereotypical role of HR in climate action, and consider both direct and indirect contributions in reducing the environmental footprint and driving climate action.

Reduction of environmental footprint

Green HR management can have a significant impact on reducing an organization’s greenhouse gas emissions. Taking a company with 1,000 employees as an example, various HR initiatives and programs could reduce its emissions by a total of 1,000 tCO2e per year, equivalent to a reduction of approximately 1 tCO2e per employee.

Today, Spain’s total emissions are around 248 million tCO2e(INE) for a population of 47 million. This is equivalent to 5.2 tCO2e per capita (total emissions divided by population). If we reduce our carbon footprint by 1 tCO2e per individual, we have a 19% reduction driven largely by our businesses and our dedication to making this change a reality. But how is this achieved?

Comprehensive green HR management strategy

The green HR management strategy is developed on 4 levels:

  1. Strategic level: HR leaders have the responsibility and ability to align the organization towards a more sustainable future. This involves not only setting clear environmental targets, but also reorienting investments and supply chains to reduce the carbon footprint. The integration of ESG considerations into strategic decision making is fundamental to ensure that sustainability is an integral part of the organizational culture.
  2. HR programs: HR programs can play a crucial role in reducing greenhouse gas emissions. For example, the inclusion of ESG metrics in executive incentive plans can encourage climate action and corporate responsibility. In addition, remote and hybrid work policies can not only reduce commuting-related emissions, but also optimize the use of office space and energy. Employee awareness and training in sustainable practices are also key to fostering an environmentally conscious organizational culture.
  3. Awareness and involvement: Employee awareness and involvement are key to fostering an environmentally oriented organizational culture. Environmental volunteer programs can engage employees and improve environmental awareness in the organization.
  4. System infrastructure and governance: Migration to the cloud, digitization of HR processes and workflows can drastically reduce paper and energy consumption, thus contributing to a more sustainable workplace. In addition, implementing cloud-based human resources information systems (HRIS) can improve operational efficiency and reduce dependence on physical resources.

Green” benefits

Benefits and rewards offered by HR can also be aligned with environmental objectives. From encouraging the use of sustainable transportation to matching employee donations for environmental initiatives, there are a number of ways to promote eco-friendly behaviors among staff.

Green HR management not only enables organizations to achieve their environmental objectives, but also positions them as responsible corporate citizens. By quantifying the impact of these initiatives, it is clear that HR plays a crucial role in combating climate change and creating a more sustainable future for all.

Ricardo García Lema

Ingeniero principal de soluciones HCM en Oracle Cloud HCM

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Published On: June 5th, 2024Categories: Contenidos Técnicos
oracle

When the topic of environmental, social and governance (ESG) initiatives is broached in the context of Human Resources, the mind often goes straight to diversity, equity and inclusion (DEI) and wellness programs. However, it is essential to step back from these issues for a moment and ask a crucial question: Can HR truly contribute to an organization’s environmental objectives? The answer is a resounding yes, and even more so than is commonly thought. It is time to move beyond the stereotypical role of HR in climate action, and consider both direct and indirect contributions in reducing the environmental footprint and driving climate action.

Reduction of environmental footprint

Green HR management can have a significant impact on reducing an organization’s greenhouse gas emissions. Taking a company with 1,000 employees as an example, various HR initiatives and programs could reduce its emissions by a total of 1,000 tCO2e per year, equivalent to a reduction of approximately 1 tCO2e per employee.

Today, Spain’s total emissions are around 248 million tCO2e(INE) for a population of 47 million. This is equivalent to 5.2 tCO2e per capita (total emissions divided by population). If we reduce our carbon footprint by 1 tCO2e per individual, we have a 19% reduction driven largely by our businesses and our dedication to making this change a reality. But how is this achieved?

Comprehensive green HR management strategy

The green HR management strategy is developed on 4 levels:

  1. Strategic level: HR leaders have the responsibility and ability to align the organization towards a more sustainable future. This involves not only setting clear environmental targets, but also reorienting investments and supply chains to reduce the carbon footprint. The integration of ESG considerations into strategic decision making is fundamental to ensure that sustainability is an integral part of the organizational culture.
  2. HR programs: HR programs can play a crucial role in reducing greenhouse gas emissions. For example, the inclusion of ESG metrics in executive incentive plans can encourage climate action and corporate responsibility. In addition, remote and hybrid work policies can not only reduce commuting-related emissions, but also optimize the use of office space and energy. Employee awareness and training in sustainable practices are also key to fostering an environmentally conscious organizational culture.
  3. Awareness and involvement: Employee awareness and involvement are key to fostering an environmentally oriented organizational culture. Environmental volunteer programs can engage employees and improve environmental awareness in the organization.
  4. System infrastructure and governance: Migration to the cloud, digitization of HR processes and workflows can drastically reduce paper and energy consumption, thus contributing to a more sustainable workplace. In addition, implementing cloud-based human resources information systems (HRIS) can improve operational efficiency and reduce dependence on physical resources.

Green” benefits

Benefits and rewards offered by HR can also be aligned with environmental objectives. From encouraging the use of sustainable transportation to matching employee donations for environmental initiatives, there are a number of ways to promote eco-friendly behaviors among staff.

Green HR management not only enables organizations to achieve their environmental objectives, but also positions them as responsible corporate citizens. By quantifying the impact of these initiatives, it is clear that HR plays a crucial role in combating climate change and creating a more sustainable future for all.

Ricardo García Lema

Ingeniero principal de soluciones HCM en Oracle Cloud HCM

Share this news! Choose your platform.