Article: Future-ready workforces start with Green HR practices

Business organisations are embracing sustainable practices across all areas of management, responding to the rising demand for environmental responsibility and a growing ecological consciousness. This movement has permeated into Human Resources, giving rise to Green Human Resource Management (Green HRM)—a practice that extends the principles of sustainability into every phase of the employee lifecycle.

How does Green in HRM begin?

Unlike traditional HR functions that operate in isolation from environmental strategy, Green HRM connects people practices with ecological goals. Its focus is not limited to cutting paper use or enabling remote work; it seeks to embed sustainability as a core organisational value, cultivating environmental awareness and responsibility among all stakeholders towards cutting carbon footprint goals.

Companies like Unilever are leading this transformation. Its Sustainable Living Program includes green training, rewards for environmental milestones, and a clear mandate: sustainability is everyone’s job.

Green goals are a shared responsibility—from the Founder and CEO to Innovation, HR, Procurement, and Sustainability leaders. This shift is not just practical; it’s cultural—turning sustainability from a corporate policy into a lived experience.

And when it comes to driving this change at every level, HR is the scout.

Promoting a green workforce from day 1

Green HR begins with how companies attract and welcome talent. Recruitment processes are going digital—ditching paper resumes and physical job fairs for virtual platforms, video interviews, and AI tools that help identify candidates aligned with sustainability values.

This shift includes not only digital documentation but also partnering exclusively with vendors who follow sustainable practices in recruitment, office supplies, and corporate events.

This transformation is strategic. By integrating green messaging into job ads, companies signal their commitment to sustainability and attract candidates who care about the planet. “Today’s job seekers—especially Gen Z—are researching companies’ climate stances before they apply,” notes Louise Carter, Head of HR Strategy at a fintech firm in London. “We make it a point to highlight our sustainability initiatives right in our job listings.”

According to a Deloitte survey last year, similar sentiments were conveyed by Zillennials—“employers should invest more resources to help fight climate change.” How? They want education and training on sustainable practices, employee subsidies for adopting sustainable choices, and greener office spaces.

Other priorities they hope employers will focus on include offering sustainable products and services, committing to net-zero greenhouse gas emissions by 2030, and collaborating with governments to advance sustainability initiatives.

Given this growing awareness around sustainability, environmental responsibility, and ethical business practices, these qualities are becoming must-haves on candidates’ résumés.

For HR, the onboarding process is a key moment to reinforce these values once a candidate joins. IKEA, for example, introduces new hires to the company’s environmental goals and highlights how every role contributes. From digital onboarding portals to sustainability-focused welcome sessions, these early experiences embed green thinking right from the start.

They can begin offering green incentives like rewards for carpooling, using public transport, or cutting down on workplace energy use.

Training for a sustainable future

Training is the cornerstone of Green HRM, turning awareness into action. Whether it’s energy conservation, waste management, or climate literacy, green training programs are equipping employees with the tools to act sustainably—on and off the job.

But honestly, when HR mandates ESG training for employees, participation rates can be as low as 30–40%, and missed deadlines with extensions are a common occurrence.

So, during the probation and training phase itself, encourage new joiners to take part in CSR activities like tree-planting drives or volunteering programs, and provide them with online course materials and assessments as a core part of their role. This helps them view sustainability and green skills as a shared responsibility—not just an HR checkbox. Small steps, big impact!

While companies are increasingly investing in structured development programs focused on environmental skills and evolving workplace needs, HR can promote continuous learning as a key part of career progression frameworks. This not only prioritises internal talent—reducing the need for external hiring and minimising the carbon footprint—but also strengthens talent retention.

For example, Unilever and DBS Bank have launched internal sustainability academies to train employees in green operations and ethical leadership.

Also, HR Tech platforms today are designed with programs like CSR volunteering, environmental initiatives, sustainability awareness programs - making it easier for employees to get involved, stay motivated, and feel recognised for their impact.

These efforts are not only beneficial for the environment but also boost engagement and retention. Workers value employers who invest in their development and align with their personal values, making green training a powerful tool.

Performance, Culture, and the Road Ahead

Sustainability in HR does not end at training—it extends into performance management and culture. Increasingly, companies like Patagonia are integrating green metrics into performance reviews and offering rewards for eco-friendly behavior, such as cycling to work or conserving office energy.

This approach makes environmental accountability personal. HR departments are tracking and celebrating contributions to green goals, creating a feedback loop that encourages innovation and commitment.

Still, challenges remain. Resistance to change, training costs, and the pressure of short-term financial goals can slow progress. Yet, the long-term benefits—stronger brand reputation, reduced environmental impact, and better employee morale—make it worthwhile.

Green HRM represents more than an operational shift—it’s a cultural reawakening. HR has the power to lead this charge, weaving sustainability into every thread of the employee experience and proving that people and planet are not separate priorities, but deeply intertwined.

Social responsibility at work is essential for HR. It means fostering a culture where every voice is heard, everyone has equal opportunities, and fairness is the norm. This includes promoting pay transparency for equal roles, ensuring safe working conditions, encouraging open communication, and steering clear of exploitative practices—all while staying aligned with labor laws and ethical standards.

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HR can also engage employees in shaping the organisation’s green agenda by encouraging them to identify areas for improvement—like reducing energy use, boosting recycling efforts, or promoting greener commute options.

These mindful and inclusive steps don’t just enhance HR’s sustainability goals—they spark a broader transformation across the organisation and its people. Wherever they go, they carry that green mindset with them.

Ankita Sharma, Head of Sustainability and CSR at Orkla India writes, "Every member is a part of the agenda and every member is a recipient of the benefits. The organisation-wide awareness becomes seamless when the HR function has a green agenda in place."

Key elements of Green HRM

Therefore, the essentials of embracing green practices in HR are:

Sustainable recruitment: Emphasises digital applications and virtual interviews to reduce emissions, while aligning hiring practices with environmental values.
Eco-onboarding: New hires are introduced to company sustainability goals through digital handbooks, green welcome kits, and eco-awareness modules.
Green training and development: Organisations offer training in energy efficiency, sustainable procurement, and CSR to promote eco-conscious behavior.
Performance & recognition: Employees are evaluated and rewarded based on their contributions to sustainability, with green KPIs integrated into appraisal systems.
Cultural engagement: HR fosters a sustainable culture through green task forces, peer-led initiatives, and leadership that models environmental responsibility.
Technology integration: Digital tools like e-learning platforms and sustainability dashboards streamline green HR practices.
Environmental metrics: Success is tracked using indicators such as reduced emissions, paper savings, or participation in sustainability programs.
Employee well-being: Green HR links sustainability with health, offering eco-friendly workplaces and well-being initiatives.
Retention and branding: Companies with strong environmental values attract and retain employees who want their work to reflect their personal ethics.
The future is NOW: HR is no longer just about people—it’s about shaping a workforce that’s ready to protect the planet.

HR today is more than hiring and payroll—it’s a catalyst for sustainable change. By weaving sustainability into policies, people practices, and culture, HR helps build workplaces that are inclusive, responsible, and future-ready.

For any business aiming to lead tomorrow, sustainability isn't a choice—it’s a core value, and HR is key to making it real.