GREEN HR PRACTICES AND POLICIES FOR ACHIEVING THE UN PROPOSED SUSTAINABLE DEVELOPMENT GOAL 16
DOI: https://doi.org/10.5281/zenodo.23023936
N. MUTYALU, MARRIPUDI.VIJAYA LAKSHMI, GUMMADI LALITA MADHAVI, T. PRIYANKA, T. NALINI DEVI
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Keywords:
Green HRM, Sustainable HR Practices, SDG 16, Ethical Governance, Organizational Accountability, Institutional Integrity
Abstract:
Sustainable Development Goal 16 (SDG 16), proposed by the United Nations, emphasizes peace, justice, and strong, accountable institutions an area where Human Resource Management plays a crucial enabling role. In recent years, Green HR practices and policies have emerged not only as tools for environmental sustainability but also as mechanisms for fostering ethical governance, transparency, and responsible organizational culture. Despite the growing literature on Green HRM, limited research examines how environmentally oriented HR practices contribute to institutional integrity and support the achievement of SDG 16, highlighting a significant research gap. The objective of this study is to analyze the impact of Green HR practices and policies on ethical behavior, transparency, workplace conflict reduction, and organizational accountability, thereby facilitating SDG 16 outcomes. A mixed-method research design was adopted, consisting of a structured survey administered to a sample size of 250 HR professionals from manufacturing, IT, service, and public-sector organizations, complemented by in-depth qualitative interviews with 15 senior HR managers. Quantitative data were analyzed using descriptive statistics and regression analysis, while qualitative data underwent thematic coding. Key findings reveal that Green HR practices—such as green recruitment, environmental training, sustainable performance appraisal, and green leadership initiatives significantly enhance organizational justice, reduce interpersonal conflicts, and strengthen internal governance structures. Organizations with robust Green HR policies also demonstrate greater transparency, improved employee trust, and stronger adherence to ethical standards. The study’s implications underscore that integrating sustainability into HR policies can help organizations evolve into responsible, accountable, and peaceful institutions, contributing directly to SDG 16 targets. The research provides actionable insights for HR practitioners, policymakers, and organizational leaders seeking to embed environmental and ethical sustainability into HRM processes to build stronger and more just institutions.