By Mandy Mann

Ruth Abramson, a 20-year veteran in sustainability, community engagement, communications and change management, manages the new sustainability initiative for the Provincial Health Services Authority of BC. She spent six years working at the University of British Columbia (UBC) where she helped the organization earn the reputation of Canada’s leader in campus sustainability. A former journalist with an environmental specialty, Ruth holds a BA from Concordia University, a Master’s degree in environmental studies from York University and a management certificate from UBC. She also runs her own consulting business—Walk the Talk Strategies.

What is the impact of green initiatives on the work environment?
Studies indicate people want to work for organizations that demonstrate strong corporate social responsibility—especially younger people, but this is not to discount the older baby boomer generation.

In terms of work satisfaction, environmental programs seem to really engage staff and build a positive sense of community in the workplace. Green programs allow people to act on their sustainable values at work which enables them to be authentic. This spills over into other aspects of their job increasing productivity and creativity. One thing people really want is to learn and grow, and green teams provide them with an opportunity to nurture new leadership skills.

In BC, staff are excited about it. People want companies to show leadership in this area, but there are a lot of barriers in the workplace that inhibit people from simple things such as turning off the lights. Once they gain permission, they come up with ingenious ways to improve the environment. Overall, environmental programs support organizational goals in areas of fostering leadership, engaging staff and creating a healthy community at work.

How has this excitement transpired locally?
When I was working at UBC in 2002, there was a core sustainability group that felt surrounded by people who didn’t care. But over the years, the core group got bigger and bigger. Right now research shows Canadians really value environmental responsibility.

Is this more prominent in Canada versus other countries?
Certain European countries, such as some of the Scandinavian countries, are considered leaders in environmental sustainability. In recent years, the USA is gaining prominence; specifically cities such as Chicago and New York are taking it more seriously than they have in the past. But everyone has a very long way to go, including Canadians and even the west coast.

Where does technology fit into the equation? Do you believe technology can provide the sustainability required to save our planet?
When it comes to the idea of technology saving us, that’s a mindset that takes responsibility off of each of us and the way our society works. So far it hasn’t happened, which is a reminder to each of us that it is more important now than ever to consider our impact on the environment.

At present, our consumption is beyond the carrying capacity of the planet. We have to individually and collectively make changes because any technological solution requires people to make it successful. At any time in Vancouver you can find examples of great technological innovations and environmental initiatives but their use may be defeated by human usage. For example, in Vancouver you can quite easily find solar panels in the shade or high efficiency lights turned on during the day (these are outdoor lights). Therefore, technological solutions require a huge amount of people solutions to make things work effectively.

Given this, what keeps you motivated to work in this field?
Personally taking responsibility is a sign of hope. I’m choosing to live in hope rather than despair.

Where do you think green initiatives should fall in an organization? In your opinion, do you think they should fall to HR in the organizational structure?
Green initiatives should fall to everybody, but HR has a special role because HR is in charge of engagement, recruitment, retention and performance planning; therefore, they are key to changing the paradigm at work to sustainability. Using these initiatives is to their advantage to achieve their goals.

Also, HR people are naturals and experts at this. They are already at the forefront of “the learning organization” and Peter Senge’s work. They already have the skill sets required for this work: facilitation, systems thinking, communication skills and people skills. Also, HR is already building social sustainability which is the foundation for this green stuff. Typically, HR is taking control at the forefront of these initiatives.

Can you speak to the connection between ‘green’ and ‘teams’?
Sustainability can be a great way to bring people together, to create community, and engagement in the work place.  For example, one of the Green+Leader staff volunteers from my work, after her department had undergone big cuts, used the focus of sustainability as way to rebuild the team’s spirit. Her boss thought that was a great idea and it was a great way to get everybody united again.

Is being green affordable or profitable?
I’ve got a few answers to that. First, not being green is not affordable. Second, the concept of sustainability stems from the three legs of the stool: ecology, economy and society. Over and over in my years at work, I’ve found that if you address one of the legs directly, such as ecology, you will find benefits in the other two. For example, a building that is green addresses the ecology leg of the stool, and in terms of society you could say it’s a healthier place to work because there was no usage of toxic materials during construction which decreases work place absences and people seem happier. People report they are happier because green buildings have a natural feel, natural light and air etc. These translate directly to economic benefits to the organization such as reduced absences. Green buildings also usually have lower ongoing operating costs because they use less energy and require less maintenance.

At what stage is the corporate world at in terms of implementing green initiatives?
It’s in the early days because even the top businesses in this area haven’t fundamentally changed paradigms. They may have changed a lot of their practices, which is great. But the economic system we live and work in—which generally does not prioritize the environment—remains. We haven’t made transformational shifts and leaps like we need to, to get back to the carrying capacity of the plant.

Mandy Mann, CHRP Candidate,  is an HR administrator for the Commonwealth Insurance Company. She is also a communications volunteer with BC HRMA’s Fraser Valley Advisory Council.