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Launching of the JHRS Green HR Initiative |


Chad Stewart | チャド・スチュワート

Since the 2011 earthquake, tsunami and meltdown of the nuclear power plant in Tohoku, the environment for Japan-based business, educational, government and non-profit organizations has become more complex and difficult than ever before. In 2012, JHRS launches the first phase of its Green HR Initiative. We will listen to, learn from, and adapt to the particular needs of the community that will emerge around this initiative. As a starting point, we envision the mission and strategic vision of the initiative as follows. | 2011年は地震、津波、そして原発事故が東北地方を襲い、日本の企業、教育機関、政府、NPOなどあらゆる組織を取り巻く環境が今までになく複雑かつ困難になった。2012年、JHRSは「グリーンHR」活動の最初の一歩をスタートさせる。「グリーンHR」に関するコミュニティのニーズを汲み取り「グリーンHR」活動に反映させていく考えだ。まず出発点として「グリーンHR」の「ミッション」と「ビジョン」を次のように定めたい。

Originally written in English

     Issues that affect the sustainability of people and organizations in Japan overall:

  1. Economic uncertainty and instability due to the strong yen, the specter of a possible double-dip recession in the United States, and European Union debt and potential for national bankruptcy;
  2. Uncertainties and instabilities regarding the environment and resources, including oil use and costs, shortages of water, and depletion of world fisheries;
  3. Natural disasters outside Japan, such as the recent floods in Thailand, which stop or slow supply chain operations and draw resources away from growth.

     These factors continue to push Japan, and the world as a whole, into a period of resource scarcity, a situation that leads to fear-based hoarding, stockpiling, and reluctance to invest. This, in turn, causes organizations to under-invest in people and technologies, diminishing their capacity to generate truly innovative and timely products and services.

     However, now is not the time to withdraw, retrench or hoard. As visionary organizations, executives and HR leaders know, just as the best time to invest in quality companies is when the stock market is down, now is the perfect time for innovative individuals and organizations to invest in the next wave of social, financial and environmental technologies and alliances. Recognition of the need for an active response is evident in the way Japan-based companies and subsidiaries of foreign multinationals are continuing to recruit strong talent where they can find it. It is also reflected in the growing number of organizations in Japan (and around the globe) signing the U.N.’s Global Compact, an agreement that holds organizations socially responsible for upholding human rights, labor, environmental and anti-corruption principles that go beyond the letter of the law in most countries. It explains why interest and investment in green energy, sustainable agriculture, clean technology, green transportation, high-quality private education, and community banking continues to grow across geographic and demographic divides.

     But, as Einstein said, “We can’t solve problems using the same kind of thinking that created them.” Our new forms of social, economic and environmental innovation can only flourish with a new generation of mindsets and behaviors coupled with organizational cultures and systems that encourage and connect them to concrete action.

     Organizations, meanwhile, require a new form of HR: “Green HR,” or HR focused on producing “triple-bottom line” value. Social, economic and environmental value should be thought of as value for “people, profit and planet” (See editorial in The HR Agenda: High Performance Organizations Vol. 1, Issue 4 for more on the triple bottomline).

     The mission of the Green HR Initiative is to increase the performance and sustainability of organizations by enhancing the ability of executives and HR leaders to recruit, develop and assign their people in such a way as to make “green” organizations successful and culturally sustainable.

     We currently define a green organization as one with a mission related to improving ecological and/or social sustainability and performance while also increasing profitability/prosperity and developing its people. In other words an organization focused on triple-bottom line results aimed at “people, profit and planet.”

     Our current strategic vision (how we currently plan to act on this mission) for the period of 2012 to 2014 is to serve as an incubator and space (face-to-face and print) for dialogue, collaboration and the testing and creation of practical resources for effective HR practices with three groups of constituents in organizations located in, or connected to, Japan:

  1. Executives and HR leaders in green organizations;
  2. Executives and HR leaders in organizations that are actively incorporating Corporate Social Responsibility (CSR), the United Nations Global Compact (366 Japanbased organizations at the time of this writing) or other sustainability frameworks and practices into their management, investor relations and branding/marketing;
  3. Internal and external consultants, coaches and other change agents who work in or with organizations that fall into one or both of the two categories above.

     If you are interested in researching, developing and implementing HR practices, applying theories and tools to increase the performance and sustainability of green organizations, we look forward to working with you.



  1. 円高による不安定で先の見えない経済情勢、米国景気が二番底に陥る懸念、EUの債務と国家財政破たんの危機
  2. 環境や資源を取り巻く不確定要素。たとえば石油消費やそのコスト、水不足、漁業資源の枯渇など
  3. 他国での自然災害。たとえば最近のタイでの洪水はサプライチェーンを麻痺させ経済成長に必要な資源を奪った。

     こうした要因が積み重なって、日本のみならず全世界が資源難に陥ろうとしている。それゆえ資源の囲い込みや買い占めが起こり、投資意欲は減退し、さらに企業は人材や技術に十分な投資をしなくなり、真に革新的なモノやサービスを適切なタイミングで世に送り出せなくな ってくる。




     一方で組織は新しい形のHRを必要としている。「グリーンHR」とはすなわち「社会」「経済」「環境」の3つにフォーカスし、「人(people)」 「収益(profit)」「地球環境(planet)」の価値を実現しようとする考え

     方だ (この3つのフォーカスについては、Vol. 1, Issue 4ハイパーフォーマンス組織の論説を参照のこと)




  1. 「.グリーンな組織」におけるエグゼクティブやHRリーダー
  2. CSR(企業の社会的責任)を積極的に組み入れているか、国連の「グローバル・コンパクト」(本稿執筆時点で日本に拠点を置く企業の366社が参加)に加盟するか、他の持続可能性の取り組みを経営、投資家PR(IR)、ブランド作り、マーケティングに反映させている企業のエグゼクティブやHRリーダー
  3. 上記の2つのカテゴリーのいずれか、または両方に該当する組織の社内または社外のコンサルタント、コーチや組織改革の専門家




Chad Stewart is Associate Director of Human Resources, Astellas Pharma, Inc. and also serves as Chief Advocate for JHRS’ Green HR Advocacy. 




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