Sustainable HR Practices: Going Green in HR Policies and Programs in Sri Lanka

In today’s business landscape, sustainability is more than a trend—it’s an operational priority. This is especially true in Sri Lanka, where organizations are increasingly adopting sustainable practices to minimize environmental impact and align with national sustainability goals. Sustainable HR practices play a crucial role in this shift, integrating eco-friendly principles into HR functions to create workplaces that support environmental responsibility, promote employee well-being, and enhance corporate reputation. By embedding sustainability in HR policies, Sri Lankan organizations can strengthen their position in a competitive market while attracting eco-conscious talent.

What are sustainable HR practices?

Sustainable HR practices in Sri Lanka include policies designed to reduce environmental footprint and promote social responsibility within the workplace. From eco-friendly recruitment practices to sustainable commuting initiatives, HR functions now reflect an organization’s commitment to both the environment and society. These practices are essential in creating resilient workplaces that appeal to the modern workforce and strengthen an organization’s commitment to sustainability.

Theoretical frameworks supporting sustainable HR

1.          Triple Bottom Line (TBL)        

        The Triple Bottom Line approach, which emphasizes people, profit, and planet, has gained traction among Sri Lankan companies. For HR, this means balancing employee welfare with business goals and environmental impact. In practice, this could involve reducing waste in operations, implementing energy-saving measures, and fostering an inclusive and equitable workplace (Elkington, 1998).

 2.       Corporate Social Responsibility (CSR) Theory

Corporate Social Responsibility is crucial to sustainable HR in Sri Lanka. Sri Lankan businesses are increasingly aware of their societal role and are integrating green initiatives into their operations. CSR-focused HR practices, such as reducing workplace waste and promoting wellness, demonstrate to employees and customers that the organization prioritizes sustainable practices (Freeman, 1984).

 3.            Stakeholder Theory

According to Stakeholder Theory, organizations have responsibilities toward all stakeholders, including the community and the environment. Sustainable HR practices in Sri Lanka emphasize aligning HR policies with stakeholder interests, such as eco-friendly commuting options, reducing plastic waste, and supporting wellness initiatives for employees (Freeman, 1984).

Key sustainable HR practices in Sri Lanka

1.                  Eco-friendly recruitment and digital onboarding

Shifting recruitment online saves resources but also reduces emissions from travel. Virtual interviews and digital onboarding processes help save paper and reduce waste, aligning with sustainability goals. Companies like Virtusa Sri Lanka have implemented digital onboarding to support their eco-friendly initiatives, reducing paperwork and travel-related emissions (Virtusa, 2022).

2.                  Green office policies

Energy-saving policies, such as turning off lights when not in use and using energy-efficient appliances, help minimize an organization’s carbon footprint. Sri Lanka’s MAS Holdings has been at the forefront with its sustainable facilities that incorporate natural lighting, energy-efficient equipment, and green building standards (MAS Holdings Sustainability Report, 2023).

3.                  Sustainability-focused training and development

Sri Lankan companies are increasingly offering training on eco-friendly practices. For instance, Unilever Sri Lanka provides employees with knowledge on sustainable living practices, encouraging them to adopt greener habits both at work and home (Unilever Annual Report, 2022). Such training fosters a sense of environmental responsibility among employees.

4.                  Flexible work and sustainable commuting options

Flexibility reduces commute-related emissions and enables a healthier work-life balance. Many companies in Sri Lanka, including Dialog Axiata, offer public transport allowances and encourage carpooling or cycling. These efforts contribute to a reduced environmental impact, while also supporting employees’ financial and physical well-being (Dialog Axiata Sustainability Report, 2021).

5.                  Reducing plastic use in offices

Many Sri Lankan organizations are striving to minimize plastic waste. MAS Holdings, for example, has banned single-use plastics across its facilities and encourages employees to use reusable containers. These policies underscore the company's commitment to sustainability and resonate well with environmentally conscious employees.

 

Case studies in Sri Lankan context

MAS Holdings

MAS Holdings, one of Sri Lanka’s largest apparel manufacturers, exemplifies sustainable HR practices with initiatives such as energy-efficient factories, solar power, and waste reduction programs. The “Eco Go Beyond” initiative by MAS not only promotes environmental consciousness among employees but also includes training and educational programs to foster a greener corporate culture (MAS Holdings Sustainability Report, 2023).

Unilever Sri Lanka

Unilever’s commitment to sustainability extends to HR practices. The company actively promotes a green culture by offering training on sustainable habits and encouraging employees to engage in eco-friendly practices. Unilever’s approach, which includes a paperless onboarding process, demonstrates the potential for global best practices to be adapted within the Sri Lankan context (Unilever Annual Report, 2022).

Benefits of sustainable HR practices

·         Enhanced Employer Brand: Companies with sustainable policies appeal to eco-conscious employees, strengthening their reputation.

·         Cost Savings: Sustainable practices, like energy-saving measures and reduced waste, lower operational costs.

·         Improved Employee Engagement: Employees who feel they contribute to a larger purpose tend to be more motivated and engaged.

Challenges and Opportunities

While sustainable HR practices are beneficial, they may be challenging for smaller Sri Lankan companies due to budget and resource constraints. However, starting with cost-effective initiatives, such as reducing plastic use or implementing flexible work options, can create meaningful change and establish a foundation for future sustainability efforts.

Conclusion

Incorporating sustainable HR practices is essential for Sri Lankan businesses aiming to stay relevant in today’s environmentally conscious marketplace. Through eco-friendly recruitment, green office policies, and employee-focused sustainability initiatives, Sri Lankan organizations can create resilient, responsible workplaces that resonate with today’s workforce. Embracing sustainability is not only a path to operational efficiency but also a significant step in contributing to a healthier planet and building a stronger organizational culture.

References

·           Elkington, J. (1998). Cannibals with Forks: The Triple Bottom Line of 21st Century Business. Capstone Publishing.

·            Freeman, R.E. (1984). Strategic Management: A Stakeholder Approach. Pitman.

·            Unilever Sri Lanka. (2022). Annual Report 2022.

·            Dialog Axiata PLC. (2021). Sustainability Report.

·            MAS Holdings. (2023). Sustainability Report.