For years, environmental, social and governmental (ESG) sustainability has been in the corporate spotlight due to the growing recognition that the planet, well-being of people and economic stability are interconnected. More recently, there has been increased focus on the social aspect — human sustainability — and how we can better support and care for our workforce.

According to Deloitte’s 2023 Global Human Capital Trends report, human sustainability calls for organizations to shift their focus from how employees benefit the organization, to considering how the organization benefits its people. People need a workplace culture that can allow them to feel supported and provide room for growth. With an increased prevalence of chronic diseases, frequency of burnout and high stress levels, there is growing concern about the sustainability of modern living.  Employees are calling for healthier lifestyles, better work-life balance and increased support for mental health and other well-being initiatives.

Organizations must recognize that their success is tied to the health and well-being of their employees, consumers and communities; and therefore, adopt practices that support human sustainability.

The Importance of Human Sustainability

Human sustainability focuses on the well-being, growth, and development of employees, but what does that actually look like in practice? Here are some key reasons why it is important:

1. Enhanced employee well-being.

• Supporting physical, mental, and emotional health leads to a more engaged and productive workforce. Healthy employees are more likely to perform at their best and less likely to experience burnout.

2. Attraction and retention of talent.

• Organizations that prioritize human sustainability foster positive work environments, making them attractive to top talent. Employees are more likely to stay with companies that care about their holistic well-being.

3. Increased productivity and innovation.

• Employees who feel supported and valued are more motivated and creative. A sustainable approach to work ensures they have the resources and energy to contribute effectively.

4. Improved organizational culture.

• Focusing on human sustainability builds trust, inclusivity, and collaboration, creating a positive culture that aligns with modern values.

5. Social responsibility.

• Companies that champion human sustainability demonstrate ethical responsibility. This aligns with societal expectations and boosts their reputation as responsible employers.

6. Adaptation to changing work environments.

• Emphasizing human sustainability prepares organizations for evolving challenges, such as hybrid work models or the need for lifelong learning.

7. Long-term profitability.

• Investing in employees reduces costs related to turnover, absenteeism, and healthcare while driving performance, making sustainability not just an ethical choice but a financially sound one.

Organizations that prioritize human sustainability create environments where employees thrive, which in turn fuels organizational success and resilience.

Now that we’ve looked at the elements that can contribute to human sustainability — what can organizations do to incorporate it into their culture?

How Organizations Can Implement Practices that Support Human Sustainability

Organizations can implement practices that support their employees, communities, and broader societal goals, like the following.

Organizations can promote employee well-being through various initiatives that focus on health (physical and mental) and a work-life balance. Some ways in which companies can promote employee well-being include:

• Providing health benefits, offering wellness programs, and providing access to mental health resources.
• Encourage flexible work hours and/or remove and hybrid options.
• Promote taking regular breaks throughout the day.
• Setting realistic workloads to avoid burnout.
• Creating realistic boundaries and limiting after-hours communications.
• Fostering an environment where employees feel valued, respected, and safe to express their ideas and/or concerns.

Organizations can build programs that invest in lifelong learning and development. This can include offering skills/upskilling training to help employees adapt to changing environments and roles. Organizations can:

• Conduct skills assessments to evaluate current employee skills and compare them to future needs.
• Design flexible programs that offer a mix of online, in-person, and hybrid training options to accommodate varied learning preferences.
• Focus on emerging topics, for example data literacy and AI.
• Partner with other providers, institutions or platforms to expand offerings.

Organizations can also support human sustainability by providing clear career pathways that outline areas of growth and where to find mentorship. They can take steps by:

• Creating guides or frameworks that show role and career trajectory within the organization.
• Outline personal development plans and encourage employees to outline personal goals and take steps for growth.
• Creating mentor programs, both informal and formal, where employees can connect with others.
• Highlight internal opportunities for growth, whether it’s a lateral or upward move within the organization.

Organizations can create personalized learning pathways that allow employees to take training courses specific to their roles, goals, and growth areas. Implementing learning pathways can be done in various ways, including:

• Using a learning management system (LMS) with AI-drive recommendations or a learning experience platform (LXP) that recommends tailored trainings.
• Asking employees to develop customized training and development plans.
• Offering smaller, bite-sized content through microlearning, focused on specific skills or competencies.
• Using surveys or one-on-one check-ins to ensure training aligns with the employee’s goals, aspirations, and company objectives.

To ensure continued success and real impact, organizations must also plan for and measure impact. This can include:

• Measuring the impact and effectiveness of the tactics through employee engagement, skill application, turnover rates, and career advancement metrics.
• Sharing progress and goals with stakeholders.
• Regularly gathering input from employees to improve the approaches and implementation of approaches.
• Continually evolving the tactics as the business and employees grow and change.

Organizations that prioritize human sustainability not only contribute to a healthier society through their workforce but also foster loyalty in their employees, enhance their brand reputation, and ensure both the organizations and employee’s long-term success leading to a more sustainable future for all.