HR professionals and hiring managers have much to do with setting the ecological standard for current and incoming employees. They should outline expectations that align with the organization’s ecological priorities for becoming an ally for environmental justice, and they can work with management and staff to gather data and desires about eco-conscious aspirations to forge a company truly dedicated to change.
1. Focus on Intersectional Environmentalism
Intersectional environmentalism acknowledges that climate change impacts marginalized communities uniquely compared with the ethnic majority and wealthier populations. For example, developing nations wrestle more with electronic waste than urbanized regions because corporations recklessly dump it in these areas for citizens to deal with. It impacts environmental wellness—like agriculture and waterways—and human health.
Depending on the company’s sector, HR departments are responsible for conveying to their employees how they understand the big picture of their environmental impact, not just within their majority demographics.
2. Look to the Jemez Principles
Becoming an advocate for the planet involves tangible actions like reducing waste and transitioning to clean energy. Most businesses focus on these moves because they provide real benefits and are quantifiable as metrics. Environmental justice extends into less objective realms when HR departments look at the Jemez Principles, developed by a multiracial environmentalist group in 1996.
The principles focus on organizational environmental justice from a community perspective through:
- Being inclusive in decision-making and planning;
- Focusing on bottom-up organization, getting input from every rung of an entity;
- Letting everyone speak for themselves, especially affected constituencies;
- Collaborating with solidarity and mutuality instead of only lending support to organizations;
- Constructing respectful relationships; and
- Committing to self-transformation.
HR and hiring teams can perpetuate these ideas through training and employee engagement.
3. Seek Third-Party Certifications
There’s no more noteworthy evidence that a company is participating in global change than an audit of the company’s processes. This unbiased resource can grade current practices and suggest improvements for greater sustainability commitments. Graders can see how well those corporate social responsibility goals are working out, regardless of whether it’s adjusting supply chains or philanthropy.
These are some of the most notable climate-aware certifications for various sectors HR departments can help companies seek compliance with:
- 1% for the Planet
- Green Seal
- Rainforest Alliance Certified
- B Corp Climate Collective
- Cradle-to-Cradle
- Green Business Bureau
- LEED
4. Invest in Green Tech and Research
The Jemez Principles encourage participating in environmental efforts and working with sector experts, not just providing financial support. Not every company has access to similar resources, whether it be financial or staffing barriers.
As businesses transition to participate better, investing in research and development (R&D) and pitching green tech start-ups are exceptional ways for companies to budget for the planet’s wellness. Frameworks like Care for Earth focus on investing $100 million in international carbon neutrality-based start-ups to tackle energy storage and biochemical issues.
More established companies catalyze countless technological breakthroughs, as many don’t have the seed funding to make their blueprints a reality. There are plenty of visions in start-up minds that could change the game for corporate environmental allies if they had a financial push.
5. Gather Data and Make It Known
Numerous companies collect data using Internet of Things (IoT) technology and sensors to understand their carbon footprint and other eco-related metrics. These numbers help businesses in isolation, but they’re more meaningful if the information is transparent and accessible to the rest of the sector and the world.
There are always new revelations and implementations in being an environmental justice ally. HR departments can help spread the word by publicizing and announcing how corporate efforts have influenced employees and their relationship with the planet. It can also encourage related businesses to incorporate similar practices for more comprehensive change.
The Many Manifestations of Climate Advocacy
Organizations are most responsible for reducing carbon emissions and overall environmental impact. Communicating guidelines, frameworks, and procedures to prospective and tenured employees will expand education. Information spread is the crux of action, as it inspires workers to make an impact within their industry.
The word can be spread through volunteering or proposing procedural changes for the Earth’s betterment—all bundled together to form environmental justice allies.
Jane Marsh is Editor in Chief of Environment.co.