Creating a Greener Workplace: How HR Can Lead the Way on Earth Day

Every year on April 22nd, people around the world come together to celebrate Earth Day, a movement dedicated to raising environmental awareness and promoting sustainability.

For HR professionals, this day is a fantastic opportunity to inspire employees and encourage meaningful initiatives that contribute to a greener workplace. Making more sustainable choices benefits the planet and also strengthens a company’s culture of responsibility, innovation, and employee engagement. Creating a work environment that more employees want to be a part of. 


Why Earth Day Matters in the Workplace 


Sustainability isn’t just a short-lived trend found on social media. It’s an essential, conscious decision businesses need to consider and implement. Companies that integrate environmentally friendly habits reap larger benefits, including, but not limited to, higher employee satisfaction, enhanced brand reputation, and long-term cost savings. As environmental issues become a more prevalent topic for discussion and major deciding factor for the newer generations of employees, it is important that HR leverages the many resources available to implement sustainable practices as part of daily business operations. 


How Can We Be More Sustainable at Work? 


HR teams play a crucial role in driving sustainability efforts within an organization. Here are some practical ways to create an environmentally conscious workplace: 


1. Reduce or Limit Paper Waste 


With technology constantly evolving and changing, going paperless has never been easier. Digital solutions for documentation and file organization not only save on how much paper is used daily but also makes it easier for documents and files to be located. If printing is necessary, using recycled paper and printing documents to be double-sided can also make a significant impact of how much paper is used. 


2. Encourage Energy Efficiency 


Small changes in energy consumption can lead to a big impact. Encourage employees to turn off lights when leaving a room, unplug devices when not in use, and utilize energy-efficient LED lighting throughout the office. Installing motion-sensor lighting in common areas is another great way to reduce unnecessary energy usage. 


3. Promote Sustainable Commuting Options 


HR can support employees in making greener commuting choices by promoting carpooling programs, offering incentives for using public transportation, or providing remote work options where possible. Companies can also install bike racks and shower facilities to encourage employees to cycle to work. 


4. Implement a Recycling Program 


Providing clearly labeled recycling bins in common areas makes it easier for employees to dispose of waste responsibly. HR can also collaborate with office supply vendors to source sustainable materials, such as refillable pens, biodegradable office supplies, and recycled paper products. 


5. Support Green Initiatives 


Encouraging employees to get involved in sustainability efforts can have a lasting impact. HR can organize team volunteer activities, such as tree planting or local clean-up events, or even establish a ‘Green Team’ to drive sustainability projects within the workplace. 


6. Foster a Culture of Sustainability 


Sustainability shouldn’t be limited to a single day—it should be embedded into the company’s culture. HR can incorporate eco-friendly values into the company’s mission statement, provide sustainability training, and recognize employees who take active steps to support green initiatives. 


Beyond Earth Day: What You Can Do 


HR professionals have a unique opportunity to shape workplace culture and lead meaningful change. Earth Day is more than just a one-day event—it’s a reminder of the steps we can take year-round to create a more sustainable future. By championing eco-friendly initiatives and encouraging employees to adopt greener habits, organizations can make a lasting impact on both their people and the planet. Let’s use this Earth Day as a catalyst for long-term sustainability—one step at a time. 

About the Author 


Rheya is a volunteer with the CPHR Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.   

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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