Human sustainability: empower, engage & support employees for success

Why is human sustainability relevant in 2025?

As the 2030 deadline for the United Nations’ 17 Sustainable Development Goals (SDGs) approaches, many countries are raising their expectations for organisations across the public, private, and nonprofit sectors to ensure these goals are achieved. Legislative changes and evolving sustainability governance, such as the implementation of the Corporate Sustainability Reporting Directive (CSRD) in the EU, the revision of Japan’s Corporate Governance Code, and the growing expectations from the Securities and Exchange Commission (SEC) in the USA and Securities and Exchange Board of India (SEBI), are increasing pressure on businesses to proactively address and report on human sustainability.

The UK is no different; after leaving the EU, the UK has continued to evolve its approach to ESG disclosure. The UK government has made Task Force on Climate-related Financial Disclosures (TCFD) disclosures mandatory for large companies and financial institutions. The government has indicated that it will continue to strengthen ESG reporting regulations as part of its green finance agenda, with more stringent requirements expected around 2025.

How do you measure human sustainability?

Measuring human sustainability in the workplace involves evaluating the well-being, equity, and long-term support systems for employees. This requires quantitative and qualitative data to assess how an organisation supports its workforce in thriving personally and professionally. Below are key metrics and methods for measuring human sustainability:

• Physical, mental and financial well-being: the frequency of health-related absences, usage rates of mental health resources, living wage compliance and pay equity analyses
• Engagement and satisfaction: Employee engagement scores, net promoter scores (NPS), and turnover/retention rates
• Inclusion and equity: Representation at all levels, promotion rates by demographic, and feedback on inclusivity from employees
• Work-life balance: Uptake of flexible working policies, average overtime hours, and absenteeism due to work-related stress
• Employee development and growth: Training hours per employee, internal promotion rates, and employee perceptions of career progression
• Psychological safety: Survey results on psychological safety, open-door policy utilisation, and employee feedback on leadership responsiveness
• Leadership and accountability: Leader participation in well-being and inclusion initiatives, inclusion training completion rates, and accountability mechanisms for equity goals
• Long-term impact: Longitudinal tracking of engagement, retention, and productivity by demographics

The top 5 ways to increase human sustainability in the workplace

1. Promote employee well-being and mental health.

• Supporting the mental, emotional, and physical health of employees is a cornerstone of human sustainability. A healthy workforce is more productive, engaged, and resilient. You can do this by implementing wellness programs, offering mental health support, fitness benefits, and resources for stress management.
• Encouraging work-life balance by offering flexible working hours, remote work options, and paid time off, it is also very important that senior leaders are role modelling healthy work-life balance.
• Proactively undertaking activities to foster an open environment for discussing mental health, can help to create a stigma-free space for seeking help.

2. Create a culture of inclusion and belonging.

• When employees feel valued, included, and respected, their engagement and satisfaction improve leading to higher retention and performance. You can start simply, by promoting your diversity and inclusion initiatives that ensure you are getting a wide reach and more employees have equal opportunities to thrive.
• Establish employee resource groups (ERGs) for underrepresented groups and create spaces where diverse voices are heard and valued. If you are a small organisation, a small staff group or online group can be just as effective.
• Embedding staff voice and diverse perspectives into wider organisational decision making is a great way to support cultural change, having a framework such as an equality impact assessment approach can help to ensure this work is undertaken consistently across the organisation.

3. Provide learning and development opportunities.

• Investing in employees’ growth and skills development ensures their long-term success and career progression, while also fostering a culture of continuous improvement and innovation. You can do this by offering opportunities for upskilling and reskilling, whether through formal training programs, workshops, or online courses.
• Encourage mentorship and coaching to support professional development, and ensure all initiatives or training offered are considered for the specific needs of different groups. Where necessary offer specific adaptions or positive action interventions to support those groups who are less likely or able to engage.

4. Foster an engaged and supportive leadership approach.

• Visible and authentic leadership is vital for the development of a supportive work environment, higher employee satisfaction, reduced stress, and collaboration.
• Encouraging open communication and feedback at all levels, along with suitable training and support, can help to create a transparent and approachable leadership style.
• Proactively recognising and celebrating employee achievements boosts morale and creates a positive atmosphere of collective growth.

5. Implement sustainable business practices.

• Organisations that prioritise sustainability in their operations and decisions show a long-term commitment to both the environment and their workforce.
• Linking your inclusion goals with wider ESG and sustainability goals can help to ensure a stronger approach.
• Align company values with the broader global sustainability agenda, such as the UN’s Sustainable Development Goals (SDGs), to demonstrate a commitment to the planet and its people.
• Consider your sphere of influence and how you can ensure human sustainability is embedded into how you work with your supply chain.

By implementing some of these strategies, you can significantly enhance human sustainability in your workplace, ensuring that employees are supported, engaged, and empowered for long-term success.