The Crown Estate has earmarked £350m for investment into the construction of a new port and supply chain infrastructure that will “support accelerated delivery of UK offshore wind projects”.
An additional £50m will fund early-stage projects, distributed over multiple funding rounds.
Following this announcement, we asked HR commentators how businesses can demonstrate genuine commitment to environmental goals.
Scott Lane, founder and CEO of Speeki, an ESG and sustainability software and assurance provider, said that employers must be clear, transparent and consistent in their efforts.
He told HR magazine: “Some businesses are afraid to acknowledge shortcomings in their sustainability strategy, and overcompensate by making grand promises they can’t deliver on.
Read more: How to tackle the green skills crisis
“But honesty earns more trust. The public will be more forgiving of a company that falls short of its target, but remains actively committed to sustainability, than a business that overstates its impact.”
Sophie Lambin, founder of Kite Insights, a company that helps organisations embed sustainability into their strategies and culture, echoed these views, emphasising the importance of clear, measurable environmental goals.
Lambin told HR magazine: “Ensure you have buy-in at the highest level of the business. Set clear, achievable and measurable goals, and have them verified by an external and respected standard. That's a high bar, and reaching it sends a strong signal about your integrity and should ensure you don't end up greenwashing.
“Make sustainability a core part of your business strategy. The UK's offshore wind ambitions represent a major opportunity for companies in the manufacturing or port sectors, for instance.”
Read more: Half of jobseekers underqualified for sustainability roles
Lambin emphasised that HR plays a crucial role in fostering a culture that supports sustainability and ensuring employees find sustainability meaningful.
She said: “Employees must see how their work is connected to both a larger purpose and business objectives.
“HR can support employees at every level with the training and skills they need to embed sustainability across the whole business. Map the skills that exist today, and the skills that people will need in future, and build a roadmap for professional development. Sustainability should be seen as a business capability that every employee can strengthen, rather than the responsibility of a small, siloed team.”
Scott added that HR must ensure they hire people who reflect their company’s sustainable values, and offer engaging and practical training on sustainability topics to build awareness.
“HR has a critical role to play in ensuring that day-to-day operations and culture align with a business’ environmental goals, so sustainability isn’t just an abstract promise, but something that’s regularly actioned across the company,” he concluded.
