Definition of Human Sustainability

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I argue that human sustainability (HS), which focuses on people in organizations, needs to take a more central position in business, research, education and public policy [1, 2]. The Academy of Management division of the natural environment has, as one of its goals, dealing with people in organizations for sustainability [3]. Moreover, the 17 United Nations sustainable development goals that are directly related to human sustainability are the following: good health and well-being, quality education, gender equality, decent work and economic growth, reduced inequalities, sustainable cities and communities, peace, justice, and strong institutions [4].

My definition of human sustainability is the following:

“Human sustainability is when organisations respect human beings as free, rational and responsible, include them in policy formulation and decision-making and encourage them to build mutual respect with all persons within and beyond their organisations” [5].

This definition is based on the philosophy of Immanuel Kant and more specifically on two formulas, the “Formula of Humanity as an End,” and the “Formula of Realm of Ends.” A brief explanation of these two formulas is the following:

The “Formula of Humanity as an End,” which focuses on a mean-ends argument stating that you should “act so you treat humanity…always as an end and never as a means only” [6]. In other words, managers should always first and foremost respect employees because they are persons with dignity and treat them accordingly as “ends in themselves”, hence, primarily for what they are and secondarily, for what they do (their work).

The “Formula of Realm of Ends,” which focuses on the fact that people in the “realm of ends,” both “co-create” and “follow” the organizational rules and policies [7]. Consequently, all of them, managers and employees are simultaneously both “subjects” and “sovereigns” [8]. In other words, they are both leaders and followers at the same time.

Therefore, each organization and institution, is like a “moral community” because it is comprised of people, who are “moral” due to their dignity and need to be respected by everyone in the organization [9]. Consequently, managers who respect their employees adopt a moral thinking which is not frequent. Thus, there is a need for moral thinking between managers in organizations who usually think in “utilitarian” terms often focusing on profit without considering issues regarding justice and equity. However, they often encounter problems relative to the lack of this consideration [10]. Profit is important of course and it is considered, but as a secondary issue because the respect for the dignity of employees comes first.