Sustainable employability
Sustainable employability is an essential part of a sustainable HR policy. The concept of sustainable employability goes beyond simply retaining jobs and employees: it also includes (or rather, especially) investing in the development and well-being of employees in a way that is both economically and socially responsible and takes environmental factors into account.
The following are some important themes that play a role within sustainable employability, and which also show that they should be part of a sustainable HR policy:
Long-term vision
Sustainable employability focuses on developing skills and capabilities that are relevant for the long term. This means encouraging employees to seek continuous development and to adapt to changing circumstances, which is essential in a rapidly changing and increasingly sustainable world. It also means that employers will be obliged to think about the role of their people within this long-term vision. This could mean, for example, that as a business owner, you want to retain certain employees in view of certain future events, and for that reason try to strengthen their attachment to the company.
Flexibility and resilience
Sustainable employability encourages employees to be flexible and resilient in their careers. This includes encouraging employees to learn new skills and adapt to new technologies and working environments. This is beneficial not only for themselves, but also for the organisation as a whole. The concepts of flexibility and resilience can also be applied to the company itself. The company can benefit from striving for a balanced workforce, with enough seniors who have sufficient work or product experience, and enough juniors to be educated, trained and to learn from their fresh look at things. This means the workforce practically also educates itself. That way, the knife cuts both ways.
Health and well-being
Sustainable employability also includes promoting the health and well-being of employees. By investing in programmes and facilities aimed at improving the physical and mental health of its employees, your organisation can bring down absenteeism and boost employee productivity and engagement. Examples include setting up a vitality policy or bonus, which encourages employees to make more conscious and healthier choices. Offering a bicycle scheme (as discussed above) also ties in seamlessly with this.
Social responsibility
A sustainable HR policy takes into account the wider social impact of the organisation, including its impact on the environment. Sustainable employability has the potential to contribute to a more sustainable society, by encouraging employees to make environmentally-conscious choices, both in and outside the workplace. Consciously employing employees who have already reached the state pension age can also play a good part in this. Keeping staff active beyond their retirement age, involved in day-to-day operations in a meaningful way, keeps them fit and vital for longer and eases pressure on care.
Talent retention and development
By investing in sustainable employability, your organisation can retain and develop talent in the long term. Employees who feel valued and have the opportunity to develop are more likely to stay with your organisation and continue to use their skills and knowledge for the benefit of the organisation.
In short, sustainable employability is crucial to a green HR policy, because it contributes to employee resilience and flexibility, promoting health and well-being, managing talent responsibly and fostering social responsibility, which are all essential elements of sustainability within an organisation.
Stefan Popelier
Tax Manager at Grant Thornton Specialised in pensions & secondary terms and conditions of employment (“fringe benefits”)
"Sustainable employability, as part of a sustainable HR policy, also focuses on employees in terms of ‘financial well-being’. In other words, financial health or financial stability. This applies both during active employment and certainly after retirement. In retirement, (deferred) salary becomes a crucial foundation for, for example, the financial and mental health of your (former) employee. A good pension scheme can contribute to their ‘financial well-being’. It ensures that the employee develops financial resilience and flexibility. Moreover, a pension scheme can be designed in such a way that it supports the sustainable aspects of the organisation, such as promoting CSR objectives. Can you tailor your pension scheme to align with your HR vision? Can you design your pension scheme to attract and retain talent? We can help you translate your HR vision into clear secondary employment conditions that align with your sustainable HR policy and provide employees with a sense of ‘financial well-being’."