As a people professional who has previously held accountability for sustainability strategy, I feel strongly that our role in this space is both under-recognised and increasingly vital.
Too often, organisations—and even governments—narrow their sustainability focus to climate action alone. While climate is undeniably critical, sustainability must be understood in broader terms. The UN Sustainable Development Goals (SDGs) offer a compelling framework to expand our thinking. With 17 goals spanning poverty, education, equality, and institutional integrity, they challenge us to consider where and how we can make meaningful impact. United Nations Sustainable Development Goals (SDGs)
Some goals naturally fall within the remit of governments or global institutions. Yet many intersect directly with the work of organisations—and more specifically, with the remit of HR leaders. Since the COVID-19 pandemic, communities have increasingly looked to employers to help drive sustainable development. Whether one sees this as a moral obligation or a response to stakeholder pressure, the reality is clear: organisations are being called to act.
Here are just a few examples of how HR teams can align with the SDGs:
UN Sustainable Development Goal
HR Contribution
1. No Poverty
Fair reward structures and inclusive pay policies
2. Zero Hunger
Food security initiatives, employee support schemes
3. Good Health and Well-being
Health benefits, mental wellbeing initiatives, and safe working environments
4. Quality Education
Apprenticeships, lifelong learning, and partnerships with educational institutions
5. Gender Equality
Inclusive recruitment, pay equity, and leadership development
6. Clean Water and Sanitation
Operational reviews in water-intensive industries
7. Affordable and Clean Energy
Workplace energy efficiency and employee engagement on energy use
8. Decent Work and Economic Growth
Ethical job design and local employment strategies
9. Industry, Innovation and Infrastructure
Workforce innovation, digital transformation, and skills development
10. Reduced Inequalities
DEI strategy and inclusive workplace culture
11. Sustainable Cities and Communities
Employer engagement in local development and urban resilience
12. Responsible Consumption and Production
Sustainable procurement and employee engagement on consumption habits
13. Climate Action
Employee education and green workplace initiatives
14. Life Below Water
Environmental awareness and responsible business practices
15. Life on Land
Biodiversity-conscious policies and land stewardship in operations
16. Peace, Justice and Strong Institutions
Governance, ethical conduct, and culture assurance
17. Partnerships for the Goals
Cross-sector collaboration and community engagement
While some goals—such as water sanitation or marine conservation—may be more relevant to specific sectors, others like decent work and reduced inequality are universal. HR teams are uniquely positioned to influence these outcomes, often in partnership with other institutions, educators, and civil society.
Ultimately, sustainability is about long-term viability. It requires people to think differently, to act with purpose, and to embed values into the fabric of their organisations. Whether or not these issues are politically fashionable, HR professionals have a responsibility to lead. Because when we do, we don’t just support the business—we help shape a more equitable and resilient society.
