Caring For Our People

Those who work in the hospitality industry are feeling a shift in perspective post-lockdown in Ireland.  Many have remained with their previous employer and have returned for the new season, but some have moved on to a new business or even a new industry.

This lockdown (#3) has given us all time to re-evaluate our business practices, but have we taken the time to reflect on the impact our business has on our employees?

We need to acknowledge, identify and manage the impact, both positive and negative, a business has on its people.

Number eight of the UN Sustainability Goals is “Decent work and economic growth”.  We can make both a reality without one negating the other.  There are many positives to taking care of each other:  Morale increases along with productivity, new business customers and partners are attracted, retaining of talented employees and trust built in the local community.

Corporate sustainability has human rights as one of its cornerstones. The UN Global Compact has ten principles – 6 of these look at human rights:

Everyone deserves their human rights to be upheld and protected and that these are not abused, even at a micro level.  Everyone has the right to participate in economic and social policy – we all have a voice, a say.  Forced or compulsory labour needs to be eliminated, along with child labour – this comes into play when we ask the question: do we know where the products we buy are made and by whom?  Elimination of discrimination in employment and occupation; where there are people in service to others or in the production of goods we need to consider their treatment and the relationship the business creates with them.

Some business models conduct a value-chain analysis: evaluating the procedures involved in each step of its business, the product or service journey start to finish.

The purpose of this analysis is to increase efficiency:  maximum value for the least possible cost. It is here we can look at social sustainability.  Human Resource Managers have an integral part to play. It is important for businesses to see the overall benefit to a change in perspective: not just recruiting staff but investing in talent.  Ways to begin including social sustainability in the workplace would be looking at:

Are wages, hours, expectations on staff fair, morally & ethically?

Are employees supported by HR if issues arise?

Is adequate training, remuneration, conditions of work provided?

Is there equal opportunity? progression of career considered?

Is all this factored in when looking at the production of good and provision of services?

Is there an environment of respect and care fostered throughout the business with all employees?

 Green Investors are now looking more and more into the area of Socially Responsible Investing (SRI).

They are looking at the balance between human interaction and the environment. This is coming from the acknowledgement that uneconomic growth is having a serious negative effect socially and environmentally. A business that is proactive in looking at the impact it has on its people will create a positive, social and sustainable environment.

References: 

Social Sustainability | UN Global Compact

people-and-sustainability-v2.pdf (pwc.co.uk)

The 3 Pillars of Corporate Sustainability (investopedia.com)

Value Chain Definition (investopedia.com)

The Ten Principles | UN Global Compact

Goal 8: Decent Work and Economic Growth | The Global Goals