How can HR teams drive change on CSR issues?

January 9, 2025

Will the ecological and social transition involve the human resources department? While the corporate social responsibility teams usually first come to mind when it comes to pushing the sustainability agenda, HR teams are also essential to the successful integration of CSR issues into corporate policies.

The growing role of HR in implementing CSR policies

HR plays a key role in helping companies adapt to the challenges posed by the climate emergency. 81% of HR managers even see their contribution to the corporate responsibility agenda as vital [1]. We often associate HR with simple actions such as implementing small eco-friendly gestures (onsite recycling bins, incentives to switch to sustainable modes of transportation…). But CSR issues go far beyond these initiatives.

Recruitment, training, corporate culture… These fundamental aspects of human resources must now integrate sustainability, and even make it a strategic priority. The urgency of climate change calls for a profound transformation of organizations, and HR is on the front line in orchestrating this transition.

However, the reality is that HR teams are still under-trained for these issues. In a study among its members, the French National Association of HR Directors (ANDRH) found out that while 31% of them had received training via professional networks, only 16% had been trained “in responsible issues” during their initial training, and 20% through continuing education [2], at a time when the demand for skills linked to the ecological and social transition is at an all time high. According to CSR consulting firm ekodev, HR managers rate their CSR knowledge at just 6/10, and the majority of actions they have implemented concern social commitment, far more than the environment. Their survey, “La RSE vue par les Directions des Ressources Humaines” (CSR as seen by Human Resources Departments), highlights a lack of time from HR to work on these topics [3].

CSR, a strategic HR lever for attracting and retaining talent

In an increasingly competitive job market, talent expectations are changing rapidly. New generations of workers – especially Millennials and Generation Z – are looking for employers aligned with their values. A company’s environmental and social commitment is no longer just a “bonus”: it’s a decisive factor in attracting and retaining employees.

Figures speak for themselves:

66% of UK employees and 76% of US employees want to work for a company that is trying to have a positive impact on the world. [3]
64% of job applicants attach importance to a company’s CSR commitments when applying for a job [4].

Companies integrating sustainability into their HR policies are thus strengthening their employer brand, while reducing turnover and boosting the commitment of their teams.

Faced with this reality, recruitment needs to be reinvented. HR teams will need to know how to answer candidates’ questions about their company’s environmental and social commitments. These commitments are already a competitive advantage and a real point of differentiation. [5]

Training challenges in the face of the climate emergency

Training employees, and HR managers in particular, is a priority if we are to accelerate the ecological and social transition. The climate emergency calls for in-depth transformations that require specific skills, such as a full understanding of the environmental impacts of a company’s activities. We also need to design HR strategies that are aligned with sustainability objectives, and support employees as they upgrade their skills in the professions undergoing transformation.

Yet a gap remains: few training programs today include a genuine awareness of climate and social issues. It is becoming imperative to integrate sustainability into training plans, whether through e-learning modules, immersive workshops or themed visits to dedicated events such as ChangeNOW.

How can we get HR more involved in the ecological and social transition?

HR departments alone cannot bear the responsibility for the transition. Executive committees must lead by example, supporting these initiatives and making CSR a strategic priority. This requires them to:

Train HR teams by developing tailor-made programs to raise awareness among HR Directors and their teams, and give them practical tools for integrating sustainability into HR policies.
Encourage collaboration between HR and CSR teams to create a training or professional development pathway on sustainability issues and strengthen team commitment.

Integrate events like ChangeNOW into the training pathway and take part in :
- Thematic tours to inspire and raise awareness among HR teams.
- A customized onboarding or skills-building program for employees, Comex and HR teams.
- A specific program to get boards on board.
- Our Impact Job Fair, to hire committed talents and promote your employer brand.

The ecological and social transition is an opportunity for HR professionals to reinvent their role within companies. By integrating sustainability into their strategies, receiving training in climate and social issues, and participating in initiatives such as ChangeNOW, HR can become essential players for change. But their commitment must also be recognized and encouraged by executive committees if it is to bear fruit.

In the face of the climate emergency, HR has a strategic role to play in mobilizing talent, integrating sustainable practices at the heart of corporate culture and steering the ecological transition to align economic performance and positive impact.