Businesses are changing fast in a globalized and AI-driven world, demanding the need for more inclusive and holistic approaches to success. For decades weâve thought of sustainability as environmental or economic growth, but a new paradigm has emerged: human sustainability.
Human sustainability is the value an organization creates for its people â not just employees but human beings. It leaves them with better health, stronger skills development, equal opportunities, and a sense of belonging and purpose.
This is more than just about output or efficiency; it asks: How can we enrich the lives of our people and society?
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Why is Human Sustainability important?
For years sustainability has been about environmental sustainability and economic outcomes, neglecting the most important resource in any organization: its people. But thatâs changing. The Human Capital Disclosure Rule introduced by the U.S. Securities and Exchange Commission (SEC) is putting human-centric metrics front and center in corporate reporting. Under this rule, organizations are being asked to disclose key information about workforce health, diversity, training, and safety.
This aligns with the broader trend towards environmental, social, and governance (ESG) priorities. ESG reporting has traditionally focused on environmental impacts and governance practices but the âSâ in ESGâsocial factorsâis becoming increasingly more important. Nowadays, it's not always about the bottom line. Companies are being judged on their ability to create equitable workplaces, support employee well-being, and contribute to the long-term success of their communities. All of which are pillars of human sustainability.
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A strategic and moral imperative
Human sustainability isn't just morally imperative, it's strategic, too. Research by Deloitte shows that organizations prioritizing employee well-being and equity will thrive in an uncertain future. As Deloitteâs 2024 Human Capital Trends report says âSustainability requires a shift from seeing people as a resource to optimize to recognizing them as a primary stakeholder to support and developâ. This shift in mindset creates resilience, loyalty, and cultures of innovation â all of which are key to long-term success.
Plus, investing in human sustainability has a direct impact on future generations. By building systems and workplaces that prioritize health, equity, and development today organizations create a ripple effect that benefits families, communities, and societies tomorrow. As Deloitte says âThe focus on human sustainability isnât just about todayâs workforce â itâs about creating a foundation for a thriving, equitable, and sustainable future for allâ.
The workforce of the future is deeply connected to the challenges and expectations of future generations. Younger employees like Gen-Z are looking for purpose-driven employers that align with their values â particularly in areas of social equity, environmental responsibility, and community impact. To address these needs, organizations need to move from transactional relationships with employees to transformational ones and focus on corporate social responsibility and long-term societal impact.
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A whole systems perspective
This whole systems approach requires a fundamental shift in traditional organizational culture. Instead of measuring how much employees contribute to the organization, human sustainability asks us to measure how much the organization contributes to the well-being and development of its people. Organizations that put their people as key stakeholders get better outcomes for their customers, communities, and shareholders.
Let's examine why itâs important in modern organizations and how to tackle human sustainability issues in your culture.
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The business benefits of a human sustainability mindset
- Increased Productivity: Employees with good mental and physical health are better equipped to work to the best of their ability, without suffering from burnout. By looking after well-being, you unlock your workforceâs full potential.
- Reduced Turnover: Companies that put well-being first have retention rates up to four times higher than those that donât, and save tens of thousands in recruitment and training costs. In fact, research shows that well-being-driven organizations have turnover rates 35% lower than companies where employees are struggling.
- Better Financials: Companies with well-being initiatives see lower healthcare costs, fewer sick days, and therefore higher profitability.
- Attracting Talent and Customers: A human sustainability focus builds a culture that appeals to both prospective employees and customers. According to research, approximately 76% of millennials consider a companyâs social values and purpose when deciding where to work, and customers are more likely to support brands that look after their people.
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4 areas to focus on human sustainability
Organizations aiming to build sustainable workplaces should invest in four key areas:
1. Physical well-being
Physical health is the base of productivity and happiness. Remember, employees are people first, employees second. Beyond individual performance, looking after physical well-being reduces absenteeism and creates a healthier workplace. Leaders and human resources departments can prioritize employee well-being by focusing on:
- Wellness Programs: Did you know wellness programs reduce absenteeism by up to 19% and boost morale? Providing fitness classes, health screenings, and nutrition counseling are all initiatives that help employees live healthier lives, within and outside of the 9-5.
- Ergonomic Workspaces: Thoughtful office design minimizes muscular strain, reduces workplace injuries, and supports productivity, especially in hybrid work setups.
- Work-Life Balance: Flexible hours and remote work options give employees time to recharge, and prevent burnout.
How to get started đ Invest in your team's well-being by treating them to activities from Confetti's Promote Wellness collection!
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2. Mental health
The current state of (poor) mental health in the workplace is a reality for many organizations. Stress, anxiety, and burnout have a big impact on employee performance, creativity, and long-term retention.
How to address mental health concerns in your team:
- Offer counseling and resources: Employee Assistance Programs (EAPs) and access to therapy give employees the tools to manage mental health challenges. Research by the American Psychological Association found that employees who utilized EAPs saw a 30% increase in job satisfaction.
- Create supportive environments: One of the first things you can do is create a culture that normalizes mental health conversations to reduce stigma. Consider implementing mental health ambassadors or peer-support groups for those employees who need someone to confide in.
- Stress Management Training: Programs on mindfulness, time management, and resilience equip employees to manage workplace pressures.
How to get started đ Throw a Workplace Mental Health Workshop for your team, where everyone can reduce mental health stigma and learn coping techniques for when they're struggling in the workplace together.
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3. Career development
Investing in employeesâ professional growth enhances engagement, loyalty, and innovation. A workplace focused on career development ensures that employees feel valued and prepared for future challenges, at their current job and in the future of their career.
How to prioritize career development:
- Upskilling and Training: Regular access to courses, certifications, and mentorship keeps employees competitive in rapidly changing industries. For example, findings show companies investing in continuous learning cultures see an increase in internal mobility, higher job satisfaction, and a healthier management pipeline.
- Clear Career Paths: Transparent promotion criteria and well-defined growth opportunities communicate that employeesâ futures matter.
- Continuous Feedback: Ongoing feedback loops and development discussions align employee goals with organizational priorities, and Gallup found that employees receiving regular feedback are 2.7 times more likely to feel engaged.
How to get started đ Add some team building learning and development events to the company engagement calendar! Focusing on upskilling as a team is a great way to build connections and demonstrate the company's investment in employees' futures.
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4. Diversity and inclusion
A sustainable workplace thrives on diversity, equity, and inclusivity, ensuring that every employee feels they belong and has equal opportunities to succeed.
How to foster a workplace of diversity and inclusion:
- Bias Training: Training employees to recognize and combat unconscious bias fosters fairness in decision-making.
- Equitable Hiring Practices: Proactively recruiting diverse talent through inclusive hiring ensures representation at all levels, leading to greater innovation.
- Belonging Initiatives: Promoting collaboration, celebrating cultural differences, and creating affinity groups strengthen team cohesion and morale. Deloitteâs research found that companies with strong inclusion strategies are 20% more likely to achieve innovation-driven growth.
How to get started đ Along with DEI training, engaging in cultural celebrations and workshops is an impactful way to foster a sense of inclusion in the workplace. Take a look at Confetti's DEI activities and add some events to your company calendar!
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4 more steps to advancing Human Sustainability:
1. Conduct an employee well-being audit
A thorough audit is essential to understand current challenges and opportunities. Here are three steps to get started:
- Collect data: Use surveys, focus groups, and real-time analytics to gather feedback.
- Analyze patterns: Identify departments or demographics where stress, turnover, or dissatisfaction are higher.
- Set benchmarks: Compare internal data to industry averages to establish realistic goals for the future.
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2. Create employee-centric policies
Create policies that put your people first, like:
- Flexible work arrangements that allow employees to work in a way that maximizes their productivity while tending to their own needs as family members and caregivers.
- Offer health insurance that covers physical and mental health services, as well as flexible sick and mental health days.
- Budgeting for learning and development programs to encourage career growth and upskilling.
- DEI initiatives that promote a sense of belonging and inclusion.
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3. Measure human outcomes and refine
Measuring progress is key to long-term impact.
- Measure holistic outcomes: Track employee satisfaction, mental well-being, and retention rates alongside your traditional KPIs.
- Refine initiatives based on data: Don't just set it and forget it, continue to monitor where your employees are based on your wealth of knowledge gained through frequent measurement and reporting.
- Communicate success: Share results with employees and stakeholders to build trust and accountability in your organization's efforts to constantly improve.
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4. Leadership commitment
It starts at the top! Leadership is the foundation of human sustainability, so:
- Lead by example: Leaders should model sustainable behaviors, e.g. empathy and mindfulness, healthy work-life balance, and a willingness to receive feedback.
- Advocate for resources: Allocate your department budget for team building and well-being programs and make them visible across the organization.
- Make human sustainability a core company value and include your findings in internal comms and ESG reporting.
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The future of work and human sustainability đ
The future will favor companies that adopt inclusive, people-first strategies that balance business goals with their workforce. By putting human sustainability into their DNA, companies are not just adapting to change, they are leading the way, setting the new benchmark for what it means to be a sustainable and successful workplace in the 21st century.
Ready to create a workplace where employeesâand your organizationâcan flourish? Start investing in a people-first culture with Confetti today. đ
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