Is human resources management sustainable enough? Evidence from the food industry

Abstract

Purpose

Based on the Natural resource-based view (NRBV), this study aims to analyze the association between the Sustainable Development Goals related to Gender Equality, Decent Work, Innovation, and Climatic Action in the Food Industry.

Design/methodology/approach

A quantitative study is adopted based on the 2019 World Bank Enterprise Survey microdata. The database includes 1,242 food enterprises from 16 European Union countries. We applied logistic regression with cluster robust standard errors.

Findings

Despite global efforts to promote decent work and gender equity, the anticipated results have not yet been achieved, suggesting varying performance in different contexts. Food firms, characterized by significant environmental impacts and seasonal tasks, employ diverse Human Resource Management (HRM) strategies based on whether they pursue innovation or environmental objectives. Grounded in the NRBV, our findings underscore the importance of investing in qualified workers and offering attractive wages to meet environmental goals, as well as providing stable contracts for female workers. The NRBV framework also highlights the crucial role of product and process innovations, whether green or not, in achieving climate action objectives.

Practical implications

European policies must be adapted to the human resources characteristics in the food industry, providing specific training on environmental and innovation issues and contributing to more work stability and gender equality.

Originality/value

Our study applies the NRBV to analyze how human resources and product/process innovations can boost environmental preservation in an industry characterized by strong environmental impacts, seasonal tasks, and financial constraints.