We hear a lot about mental health these days and the struggles that people face across the world to thrive. While mental health is typically considered an individual’s responsibility, a focus on social sustainability shines a light on the collective responsibility to improve the mental health and well-being of individuals. With the new European Sustainability Reporting Directive (ESRD), large companies now have to report on their impact on the environment, but also their social impact both inwardly and outwardly. They have to collect and report on data in relation to the well-being of their employees such as turnover rates, accidents and sick leave, training and diversity, as well as access to social security such as parental leave, health insurance, unemployment insurance, labour union membership, etc. They also have to collect and report on data in relation to the the social sustainability of employees in their value chain, how they impact the local community, and how their product affects the end-user or consumer. Large companies are now being held accountable for their impact on the social environment and on the well-being of the people they serve.
The ESRD does not require public institutions to publicly disclose their impact on the environment or the people who come in contact with these institutions. However, I imagine and hope that this might become a common practice in the not-so-distant future. Funding agencies now ask for applicants to include their reflections on issues related to Environment, Social, and Governance (ESG) sustainability, so a kind of trickle-down effect might be happening.
When considering a public institution like a university, these institutions are light years behind large companies and their sustainability efforts. Companies have long been aware of the importance of considering their impact on the environment as well as the well-being of their employees for securing their survival in the future. Their reputation is at stake. And even more so now that this data will become publicly available and up for scrutiny by journalists and watchdogs. What about the university? How will these institutions become accountable for their impact on the environment, and especially their impact on the people who work and study there?
It is no secret that universities are not the most adept at considering the well-being of their employees. There is a culture of toughness- if faculty/staff struggle, this is their fault; they just can’t hack it. They aren’t smart enough, or they just don’t have what it takes to succeed in their career. Faculty quit with very little departmental self-reflection as to what might have caused them to stop pursuing a research career and leave academia, and what actions might be put into place to improve the workplace environment. Much more attention is paid towards the well-being of students, the consumers or end-users, since funding for departments often depends on the number of students who complete their studies: there is a financial incentive to make sure students do not drop out.
During my time as a researcher for over fifteen years at the university, stress and burnout were rampant. Colleagues were over-worked and had little job security (even tenured staff were threatened by the continuous funding cuts at departments). The competition for what little funding and resources were available (especially in the humanities) led to a work environment of self-protection rather than collaboration. There was a collective amygdala-overdrive that was the norm, rather than a strong pre-frontal cortex context of a calm, cool and collected workplace. Very few of my colleagues thrived and said that they loved their job. University positions entail a position of prestige and privilege, and there certainly is that, but it comes at a cost.
It is my upmost hope and desire that universities take a hard look at themselves. Collect the data they need to get a better overview and understanding of how the workplace environment impacts the people who pour their heart and soul into their work- which they do. Most researchers and teachers I know are fully committed to their work and invest enormous amounts of time and energy into their research and teaching endeavours. This is also the ethos of the work at universities- to gain this position of prestige and privilege, you have to prove that you are cut out for the task. However, those who are less invested I found tend to be the ones who thrive the most. They set boundaries, they maintain a work-life balance, they collaborate with colleagues and support junior staff, helping to create an environment of care and support. And many of these colleagues establish a successful career up until their professor emeriti status. Unfortunately, they are the exception and not the norm.
I hope that workplace norms change and universities spend more time, effort and resources to support the well-being of their employees. Companies have found out that the investment in social sustainability among employees can be well worth it, also financially, with increased productivity and decreased turnover. In a highly competitive labour environment, recruiting the best talent is important to maintain a cutting edge- also at the university. ESG sustainability strategies will increasingly help to create that cutting edge. Companies know that ESG is becoming more important for recruiting and retaining talented staff- hopefully universities also come to this realization. Imagine a research and teaching department full of colleagues who thrive, and find meaning, purpose and joy in their work. What an incredible impact they could have on the environment outside of the university through their research and teaching.
Elizabeth Williams Ørberg 