From improving their employability to providing the necessary space and tools for their health and wellbeing, human sustainability refers to the degree to which an organization can create value for its employees as individuals within and beyond company walls.
This idea is not something solely sought out by potential employees, it is in fact a growing priority for company executives who understand the direct implications improving people’s lives has on business outcomes.
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What is human sustainability?
Human sustainability, in a nutshell, is about creating value for employees as human individuals both within and beyond company walls, by, for example, providing greater health and wellbeing tools, better and stronger skills, job opportunities, professional progress or personal growth.
The idea behind the concept of human sustainability is the direct consequences of companies realizing this is a human-powered economy, meaning managing great business outcomes stems from great people management.
A company that takes human sustainability as a basic premise in the way they do business, understands that human sustainability is overall a beneficial cycle for all parties involved, because improving human outcomes enhances corporate outcomes, and vice versa.
Engage employees in the sustainability strategy
The pressing need for human sustainability
According to a recent Deloitte study, nearly 90% of company executives want compensation tied to human sustainability metrics, understanding the need to hold them more accountable on these issues.
What this report comes to show is how crucial human sustainability issues have become for business outcomes. This is, the wellbeing and upskilling of employees is no longer understood as a nice-to-have, but rather as a strategic imperative of business success; so much so, that companies’ C-suite personnel are willing to link monetary compensation to the matter.
The rise of human sustainability also comes from the perceived risks of not taking care of such issues imply for companies. As the study reports, 59% of workers, 66% of managers, and 71% of C-suite respondents reported that they would consider changing jobs to another company that better supports their wellbeing.
The report also showcases how a vast majority of employees do not feel as though their current jobs have left them better off prepared than when they first joined the company. Similarly, managers are concerned by how the rapidly changing skills needed will affect employees not only in their performance, but also regarding burnout and other mental wellbeing risks.
The ROI of creating value for employees
The aforementioned report also found substantial perceived benefits from enhancing human sustainability initiatives. From talent attraction and retention to better trained and more satisfied employees, it is easy to see how company executives are willing to prioritize people as a means to achieve strategic company goals.
- Up to 80% of company executives were reported to know that prioritizing positive human impact of the organization could significantly boost the company’s ability to attract new talent, appeal to more costumers and clients, and even increase profitability.
- Employees also acknowledged the benefits and advantages of strong human sustainability policies, with 72% of them believing that this would enhance their overall work experience, boost job satisfaction, and improve engagement, productivity and performance.
From value extraction to value creation
All in all, companies and their executives are increasingly recognizing the need to shift from a mindset focused on extracting value from employees to one that emphasizes value creation for people through human sustainability.
This shift is not just a moral imperative but a strategic one, as it aligns with growing expectations from both executives and workers for greater accountability and transparency in how human outcomes are managed and measured. In fact, an overwhelming 82% of executives believe that companies should be required to publicly report on human sustainability metrics.
Guide to employees’ sustainability training and active engagement
Furthermore, 73% of these leaders view human sustainability as a critical enterprise risk that demands careful measurement and monitoring, while 75% agree that it should be a regular topic of discussion at the board level. This demonstrates a clear recognition that sustainable business practices, which prioritize the well-being of employees, are essential to long-term success.
The report also reveals that tying compensation to human sustainability outcomes is seen as a powerful lever for improving accountability. This willingness to tie personal financial incentives to human sustainability underscores a growing commitment to moving beyond a mindset of value extraction and instead, embracing human sustainability as a means to foster a more resilient and engaged workforce.
Trained and engaged employees for better business outcomes
What this newly emerging trend and focus on human sustainability really comes to show is that businesses, as well as employees, can no longer ignore the fact that people’s professional and personal wellbeing is a strategic priority.
Companies that invest in the training, development, and overall well-being of their employees are better positioned to unlock higher levels of engagement and productivity. Engaged employees who feel valued and supported are more likely to contribute innovative ideas, deliver exceptional customer service, and remain loyal to their organizations, reducing turnover and its associated costs.
By shifting towards value creation through human sustainability, businesses are not only addressing the evolving expectations of their workforce but are also setting themselves up for long-term success in an increasingly competitive marketplace.
Engage employees in the sustainability strategy
In DoGood, we aim tosimplify the complex web of sustainability objectives for companies by offering a platform that translates the high-level ESG (Environmental, Social, Governance) objectives into actionable tasks for every single employee.
Then, each employee not only knows how to make an impact but also feels empowered to contribute meaningfully to the greater sustainable strategy.
No more vague directives. No confusion. DoGood automates the process, making it seamless for the workforce to know precisely what steps to take.
