Employee Engagement

5 ways boards of directors can support sustainability

board-meetingWhile corporate responsibility has risen as a strategic priority for many companies, boards have not been driving this change. The UN Global Compact LEAD board program conducts extensive surveys and interviews with board members, which have revealed some significant key areas where board members often are not aligned. Those key areas are what sustainability means, what value it brings to the company, whether it adds to (or subtracts from) profit and innovation, what the risks and opportunities of sustainability are and who the most important stakeholders are for the company’s success or failure.

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PWC’s Future of Work Report: Where does Sustainability Fit in?


Susan Camberis offers 5 key takeaways from the recently released PwC Report, The Future of Work — A Journey to 2022.

I like thinking about the future.

Ever since hearing Jennifer James discuss her book Thinking in the Future Tense at the Society for Human Resource Management (SHRM) conference years ago, I’ve been fascinated by how mega-trends affect the world of work.

I also like thinking about sustainability.

A little more than five years ago, I had a catalyzing moment that piqued my interest in sustainability and I’ve been hooked ever since. I’m particularly interested in how organizations are aligning their business, sustainability, and human capital strategies, and the resulting impact on HR’s role in the enterprise.

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Why Employee Engagement Needs to be Infectious

“Employees who believe that management is concerned about them as a whole person –not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”
                          Anne M. Mulcahy – Former Chairperson and CEO of Xerox Corporation


The term “employee engagement” is usually considered an HR responsibility for building employee morale and retention. It is also valued by executives and team leaders to build internal relationships and a greater sense of “team.” In either case, the very concept of “employee engagement” is often perceived to be a feel-good effort versus strategic investment and competitive advantage.  Support, or lack thereof, for such programs, tends to be polarizing. The emotional benefit these programs represent can often obscure and distract traditional business minds from seeing the true impact they can ultimately have on improving corporate performance.

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(VIDEO) A Discussion About Talent Management, Employee Engagement, Culture and Sustainability…with Author Andy Savitz

SAVITZHow do you create an engaged culture of sustainability within a company? In this panel discussion you will hear how green teams, cross-functional collaboration and communications all play a role in motivating employees around the company’s goals. The speakers are: Bruno Sarda, Director of Global Sustainability Operations for Dell Inc.; Gretchen Digby, Director of Global Education Initiatives at the Center for Energy Efficiency & Sustainability at Ingersoll Rand Co.; and Andy Savitz, author of “Talent, Transformation and the Triple Bottom Line.”

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How can HR have a greater impact in creating and driving a sustainable culture?

Susan_CamberisHaving spent over a decade in Human Resources, with a growing interest in sustainability, the questions I have increasingly found myself asking these questions:

  • What is HR’s role in sustainability?
  • How can HR have a greater impact in creating and driving a sustainable culture?
  • How can the HR function better equip itself to lead change in this important area?

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