The survey found that while the percentage of organizations engaging in sustainable workplace practices has remained stable over the last two years, there were some small declines in certain socially and environmentally responsible activities. However, there was a slight increase in organizations calculating a positive return on investment from their sustainability efforts. Key findings included that about 72% of organizations engage in sustainability, and it is seen as important for attracting and retaining talent. Large organizations and those in certain sectors were more likely to have sustainability policies and practices.

1. SHRM Survey Findings: How Have Sustainable
Workplace Practices Changed Over Time?
February 8, 2013

2. Introduction
How Have Sustainable Workplace Practices Changed Over Time?
 In the last two years, SHRM released the Advancing Sustainability: HR's Role research
report and Green Jobs—Are They Here Yet? poll. These studies examined, from the
perspective of HR professionals, how U.S. organizations are balancing financial
performance with contributions to the quality of life of their employees, the society at
large and environmental initiatives.
 Several of the survey questions from these studies were included in a recent 2012
study to determine how sustainability has changed over time.
 When possible, analyses of the 2012 survey results by organizations’ staff size and
sector are presented.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 2

3. Key Findings
The study results reveal that the percentage of organizations engaging in sustainable
workplace or business practices has remained stable over the last two years. However, there
were slight declines in the percentage of organizations that participated in select socially
responsible activities and environmentally responsible practices. There was also a small
decline in the percentage of organizations that used select methods to demonstrate their
commitment to sustainability, as well as those who reported select positive outcomes related
to sustainability.
The study also found positive news: there was a slight increase in the percentage of
organizations that calculated a positive return on investment of their sustainability efforts.
Key findings from the 2012 study include:
 The percentage of organizations engaging in sustainable workplace practices has
remained stable over the last two years.
According to this survey, almost three-quarters (72%) of organizations reported engaging in
sustainable workplace or business practices. Large and medium-staff-sized organizations
and publicly owned for-profit organizations were more likely to engage in these practices.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 3

4. Key Findings (continued)
 Sustainability is being used to attract, retain and develop employees.
Fifty-one percent of organizations engaging in sustainable workplace or business practices
reported their involvement in sustainability was very important in creating a positive
employer brand that attracts top talent. In addition, 40% reported that involvement in
sustainability was very important in improving employee retention and 36% indicated it
was very important in developing the organization’s leaders.
 Sustainability and the strategic planning process.
Fifty percent of organizations engaging in sustainable workplace or business practices
reported that they had a formal sustainability policy that included sustainable workplace
goals and polices directly tied to the strategic planning process. Slightly more than four out
of 10 (42%) reported having an informal policy that had no accountability through the
organization’s strategic planning process. Only 8% of companies had no policy in place.
 Drivers for the investment in sustainability.
The key drivers reported were 1) contribution to society (39%), 2) environmental
considerations 14%, 3) health and safety considerations (10%), 4) saving money on
operational costs (10%), and 5) local/federal regulations (7%)
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 4

5. Key Findings (continued)
 Return on investment for sustainability efforts.
Even though determining the return on investment (ROI) for sustainability-related activities
may be difficult, there is no reason for organizations to ignore outcome-based
measurement tools. Nearly four out of 10 businesses (37%) reported calculating an ROI for
their sustainability efforts. Among organizations calculating an ROI, 56% calculated a
positive return on their investment, 39% reported it was still too early to determine their ROI,
5% calculated a break-even point and, most noteworthy, only 1% of organizations
calculated a negative ROI.
 Positive outcomes of sustainability initiatives.
The top positive outcomes from organizational sustainability initiatives were 1) improved
employee morale (53%), 2) stronger public image (51%) and 3) more efficient business
processes (47%).
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 5

6. What does this mean to the human resource
profession?
• Research shows HR is largely responsible for implementing a
sustainability strategy in organizations. [1]
• Sustainability is a people issue and is important in shaping the
organization’s behavior and culture.
• Sustainability plays a large part in creating a positive employer brand,
improving employee retention and developing leaders.
• HR plays a large role in implementing sustainability strategies but not in
developing these strategies.
• Research suggests sustainability will continue to be a large people
issue for organizations, making HR’s role in implementing the best
sustainability practices all the more vital.
[1] Society for Human Resource Management. (2011). Advancing Sustainability: HR’s Role. Retrieved from www.shrm.org/surveys
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 6

7. Sustainability Definition
The word “sustainability” is difficult to define since sustainability is a dynamic and evolving
concept. As a result, it can take on many different meanings and represents different things
to different people. The definition also varies within different contexts and is sometimes
confused with other concepts such as corporate social responsibility.
For the purpose of this study, sustainability is defined as the commitment by organizations to
balance financial performance with contributions to the quality of life of their employees, the
society at large and environmentally sensitive initiatives.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 7

8. Organizations Engaging in Sustainable Workplace or Business
Practices
72%
Yes, engaging in sustainable workplace or
business practices
72%
28%
No, not engaging in sustainable workplace
or business practices
28%
2012 (n = 550) 2010 (n = 583)
Note: Respondents who answered “not sure” were excluded from this analysis.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 8

9. Organizations Engaging in Sustainable Workplace or Business
Practices
Comparisons by organization sector
• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to engage in
sustainable workplace or business practices.
Comparisons by organization sector
Publicly owned for-profit (83%) > Privately owned for-profit (67%)
Comparisons by organization staff size
• Organizations with 100 or more employees are more likely than organizations with 1 to 99 employees to engage in
sustainable workplace or business practices.
Comparisons by organization sector
100 to 499 employees (72%)
500 to 2,499 employees (70%)
> 1 to 99 employees (49%)
2,500 to 24,999 employees (86%)
25,000 or more employees (86%)
Note: Only statistically significant differences are shown.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 9

10. Drivers for the Investment in Sustainability
Contribution to society (e.g., good 39%
corporate citizenship) 39%
Environmental considerations 14%
12%
Health and safety considerations 10%
8%
Saving money on operational costs 10%
10%
Local/federal regulations 7%
2%
Public/media relations strategy 5%
4%
Competitive financial advantage 4%
13%
Employee activism 4%
4%
2012 (n = 392) 2010 (n = 411)
Note: Excludes respondents whose organizations were not engaging in sustainable workplace or business
practices. How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 10

11. Methods Organization Use to Demonstrate Commitment to
Sustainability
2012 2010
Methods (n = 279) (n =290)
Sustainability is part of the organizational goals 58% 57%
Information about sustainability efforts is included on the
organization’s website 51% 51%
Information about sustainability efforts is included on the
organization’s intranet 48% 52%
Sustainability commitment is included in the organization’s
mission 34% 35%
Sustainability efforts are covered in the organization’s annual
report 25% 31%
The organization issues a report dedicated exclusively to
sustainability 12% 15%
Sustainability is linked to individual performance goals 8% 16%
Sustainability seminars/training is mandatory 6% 9%
Note: Percentages do not total 100% due to multiple response options. Excludes respondents whose organizations were not engaging in
sustainable workplace or business practices.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 11

12. Types of Workplace Sustainability Policies
50%
Formal policy
52%
42%
Informal policy
39%
8%
No policy
9%
2012 (n = 396) 2010 (n - 426)
Note: Respondents who answered “not sure” and those whose organizations were not engaging in sustainable workplace or business
practices were excluded from this analysis.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 12

13. Importance of Sustainability to Create a Positive Employer Brand
that Attracts Top Talent
2012 (n = 370) 39% 11%
51%
2010 (n = 381) 49% 40% 10%
Very important Important Unimportant or very unimportant
Note: Respondents who answered “not sure” and those whose organizations were not engaging in sustainable workplace
or business practices were excluded from this analysis.
Sustainable Workplace Practices: How Has Sustainability Changed Over Time? ©SHRM 2013 13

14. Importance of Sustainability to Improve Employee Retention
2012 (n = 366) 46% 14%
40%
2010 (n = 381) 40% 45% 15%
Very important Important Unimportant or very unimportant
Note: Respondents who answered “not sure” and those whose organizations were not engaging in sustainable workplace
or business practices were excluded from this analysis.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 14

15. Importance of Sustainability to Develop the Organization’s
Leaders
2012 (n = 361) 47% 18%
36%
2010 (n = 375) 33% 48% 19%
Very important Important Unimportant or very unimportant
Note: Respondents who answered “not sure” and those whose organizations were not engaging in sustainable workplace
or business practices were excluded from this analysis.
Sustainable Workplace Practices: How Has Sustainability Changed Over Time? ©SHRM 2013 15

16. Top 5 Methods of Involving or Engaging Employees in Volunteer
Community Outreach Initiatives Related to Sustainability
2012 2010
Methods (n = 323) (n = 330)
1. Recognize employee participation in volunteer programs 62% 67%
2. Provide company-sponsored volunteer events during work
51% 45%
hours
3. Provide company-sponsored volunteer events after work
48% 48%
hours (e.g., on weekends)
4. Encourage senior management to participate in volunteer
48% 46%
programs
5. Encourage employees to spearhead volunteer programs 43% 44%
Note: Percentages do not total 100% due to multiple response options. Excludes organizations not engaging in sustainable workplace or
business practices. How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 16

17. Participation in Socially Responsible Activities
Related to Sustainability
2012 2010
Activities (n = 385) (n = 410)
Donate/collect money for local charities 74% 77%
Support the community through company-sponsored
volunteer projects 61% 58%
Donate/collect money for natural disasters 54% 58%
Consider the overall social impact of business decisions 44% 47%
Partner with environmentally friendly suppliers/companies 43% 47%
Monitor the impact of business on the environment 30% 46%
Partner with women or minority-owned suppliers/companies 29% 35%
Cause marketing/branding 21% 29%
Monitor global fair labor standards/practices 14% 17%
Track sources of global raw materials/suppliers 10% 11%
Note: Percentages do not total 100% due to multiple response options. Excludes organizations not engaging in sustainable workplace or
business practices.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 17

18. Environmentally Responsible Practices that Support Organization’s
Sustainable Workplace Initiatives
2012 2010
Environmentally Responsible Practices (n = 396) (n = 364-395)
Offering recycling program for office products 86% 86%
Using virtual tools conduct meetings 80% 81%
Using energy-efficient lighting systems and equipment 69% 69%
Donating/discounting used office furniture 63% 71%
Installing automatic shutoff for equipment 63% 58%
Partnering with environmentally friendly suppliers/companies 54% 61%
Minimizing water consumption by using water-conserving
plumbing fixtures 49% 53%
Using supplies and materials more efficiently 49% 55%
Buying or leasing refurbished goods 48% 59%
Encouraging employees to power down computers after few
minutes of inactivity 47% 58%
Promoting walking, biking, taking public transit instead of driving
a vehicle 47% 45%
Encouraging/promoting/providing car pooling for employees 41% 49%
Note: Percentages do not total 100% due to multiple response options. Excludes organizations not engaging in sustainable workplace or
business practices.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 18

19. Environmentally Responsible Practices that Support Organization’s
Sustainable Workplace Initiatives (cont.)
2012 2010
Environmentally Responsible Practices (cont.) (n = 396) (n = 364-395)
Offering employees telecommuting to reduce environmental
impact of commuting 38% 36%
Selected a location with public transit access 35% 32%
Minimizing pollution 32% 46%
Salvaging or reusing construction materials 31% 39%
Offering incentives to employees for the use of mass transit 26% 29%
Using recycled materials in the construction or remodeling of the
building 24% 26%
Buying hybrid vehicles for organization’s fleet 15% 15%
Buying alternative energy 10% 11%
Installing solar panels on roof 8% 9%
Using a green or living roof 8% 4%
Buying carbon offsets 6% 7%
Establishing a community garden where employees can grow their
own produce 7% 4%
Offering incentives to employees for the purchase of hybrid vehicles 2% 4%
Note: Percentages do not total 100% due to multiple response options. Excludes organizations not engaging in sustainable workplace or
business practices.
19
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013

20. Organizations that Calculate a Return on Investment for Their
Sustainability Efforts
37%
Yes
39%
63%
No
61%
2012 (n = 237) 2010 (n = 238)
Note: Respondents who answered “not sure” and those whose organizations were not engaging in sustainable workplace or business
practices were excluded from this analysis.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 20

21. Return on Investment for Sustainability Efforts
56%
Calculated a positive ROI
47%
5%
Calculated a break-even point
6%
1%
Calculated a negative ROI
0%
39%
Still too early to determine the ROI
46%
2012 (n = 88) 2010 (n = 93)
Note: Excludes respondents whose organizations did not calculate a return on investment for their sustainability efforts and whose
organizations were not engaging in sustainable workplace or business practices. Percentages do not total 100% due to rounding.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 21

22. Positive Outcomes of Sustainability Initiatives
2012 2010
Positive outcomes (n = 352) (n = 343)
Improved employee morale 53% 55%
Stronger public image 51% 43%
More efficient business processes 47% 43%
Increased employee loyalty 32% 38%
Position as an employer of choice 29% 27%
Positive financial bottom line 27% 25%
Increased brand recognition 26% 34%
Increased consumer/customer confidence 25% 34%
Increased employee retention 24% 33%
Increased workforce productivity 16% 21%
Increased recruitment of top employees 14% 17%
Improved product portfolio 6% 13%
Note: Percentages do not total 100% due to multiple response options. Excludes organizations not engaging in sustainable workplace or
business practices.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 22

23. Green Jobs Definition
For the purpose of this research, green jobs are defined as jobs that involve:
 Reducing pollution or waste.
 Reducing energy usage.
 Reducing use of limited natural resources.
 Protecting wildlife or ecosystems.
 Lowering carbon emissions and developing alternative energy.
These jobs primarily meet the need for more environmentally responsible production/work
processes and the development of green goods and services.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 23

24. Is your organization currently focusing on creating green jobs or
adding duties within existing or newly created jobs that can be
considered green?
Yes 20%
No 74%
Plan to within the next 12 months 6%
Note: n = 595. Respondents who answered “not applicable” were excluded from this analysis.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 24

25. Has your organization’s focus on creating green jobs or adding duties
within existing or newly created jobs that can be considered green
increased, stayed the same or decreased in the last 12 months?
Increased 49%
Stayed the same 50%
Decreased 1%
Note: n = 106. Respondents who answered “not applicable” were excluded from this analysis. It also excludes respondents whose
organizations were not focusing on creating green jobs or adding green duties within existing or newly created jobs.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013
25

26. Has your organization’s focus on creating green jobs or adding duties
within existing or newly created jobs that can be considered green
increased, stayed the same or decreased in the last 2 years?
Increased 74%
Stayed the same 24%
Decreased 2%
Note: n = 95. Respondents who answered “not applicable” were excluded from this analysis. It also excludes respondents whose
organizations were not focusing on creating green jobs or adding green duties within existing or newly created jobs.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 26

27. In the past 12 months, which of the following have taken place at your
organization to meet the demands for more environmentally responsible
production/ work processes or the development of “greener” ways of working?
New green duties have been added to
15% 85%
existing positions at my organization
Increased staff levels (added more staff ) of
existing jobs that already had green duties as 94%
6%
part of the overall position
Created completely new green positions OR
added green duties within newly created 6% 94%
jobs
Yes No
Note: n = 690. Respondents who answered “not sure” were excluded from this analysis.
Sustainable Workplace Practices: How Has Sustainability Changed Over Time? ©SHRM 2013 27

28. Organization Demographics
28

29. Demographics: Organization Staff Size
1 to 99
18%
employees
100 to 499
employees 28%
500 to 2,499 20%
employees
2,500 to
24,999 21%
employees
25,000 or
more 13%
employees
n = 713
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 29

30. Demographics: Organization Profit Status
Privately
owned for- 42%
profit
Nonprofit
organization 29%
Publicly
owned for- 16%
profit
Government
agency 14%
n = 685. Percentages do not total 100% due to rounding.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 30

31. Demographics: Organization Industry
Percentage
Health care and social assistance 21%
Professional, scientific, and technical services 19%
Educational services 13%
Government agencies 13%
Manufacturing 13%
Finance and insurance 10%
Religious, grantmaking, civic, professional and similar organizations 6%
Administrative and support and waste management and remediation services 5%
Information 5%
Transportation and warehousing 5%
Accommodation and food services 4%
Arts, entertainment, and recreation 4%
Retail trade 4%
Construction 3%
Real estate and rental and leasing 3%
Repair and maintenance 3%
Agriculture, forestry, fishing and hunting 2%
Utilities 2%
Whole trade 2%
Mining 1%
Personal and laundry services 1%
Note: n = 683. Percentages do not equal 100% due to multiple response options.
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 31

32. Demographics: Other
Does your organization have U.S.- Is your organization a single-unit organization or a multi-
based operations (business units) only unit organization?
or does it operate multinationally? Single-unit organization: An organization in
which the location and the organization are 30%
U.S.-based operations only 76% one and the same.
Multi-unit organization: An organization that
Multinational operations 24% 70%
has more than one location.
n = 713 n = 713
For multi-unit organizations, are HR policies and practices
determined by the multi-unit headquarters, by each work
What is the HR department/function for which location or both?
you responded throughout this survey?
Multi-unit headquarters determines HR
47%
policies and practices
Corporate (companywide) 68%
Each work location determines HR policies
Business unit/division 17% 3%
and practices
Facility/location 15% A combination of both the work location
and the multi-unit headquarters determine 50%
n = 505
HR policies and practices
Note: n = 505
How Have Sustainable Workplace Practices Changed Over Time? ©SHRM 2013 32

33. SHRM Survey Findings: How Have Sustainable
Workplace Practices Changed Over Time?
2012 Survey Methodology
• Response rate = 18%
• 713 HR professional respondents from a randomly selected sample of SHRM’s
membership participated in this survey
• Margin of error +/- 3%
• Survey fielded July 7-August 7, 2012
Sustainable Workplace Practices: How Has Sustainability Changed Over Time? ©SHRM 2013 33

34. About SHRM Research
• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit
www.shrm.org/customizedresearch
• Follow us on Twitter @SHRM_Research
Project leader:
Shawn Fegley, SPHR, survey research analyst, SHRM Research
Project contributors:
Mark Schmit, Ph.D., SPHR, vice president, SHRM Foundation
Alexander Alonso Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, Survey Research Center, SHRM Research
Copy editor:
Katya Scanlan, SHRM Knowledge Center
Sustainable Workplace Practices: How Has Sustainability Changed Over Time? ©SHRM 2013 34