July 2004

What Can Environmental Training Do For Me?

Every business has a distinct need for training. Environmental performance is a key component of business performance, which can only achieved by contribution from competent staff . Who can benefit from environmental training and what makes such training successful?

Why do we need environmental training?

Many failures to protect the environment and comply with legislation are not deliberate, but stem from inadequate training in basic protective measures. Companies are at risk from prosecution, often for acts which would be prevented by environmental training.

There are many opportunities to save money through environmental improvements; reducing waste and energy use for example. We find the collective contribution from a number of people offers on-going benefits which show a real pay back. Changes in behaviour, from switching off lights to managing waste, will not easily be taken on just by posting messages for example. Training is needed to justify and inform the staff of the steps they will need to take.

The initial question posed about the way their business impacts on the environment is often “does what I do really make a difference?” Training takes you on from understanding the real effects, be they remote or local, to the why, what, when, where and how of specific actions to address causes. The link between cause and effect can otherwise be overlooked; people need a way of remembering that allowing equipment to use more energy than needed or pouring something down the drain has a direct impact on climate change or river pollution.

Training can offer a common approach so that people do not feel they are going it alone.

It can also address potential risks which, though unlikely, could have severe environmental impacts such as fire and accidental spillage. People can then participate in improving preventative measures.

Who needs training in responses to environmental issues?

Every member of the workforce has a role to play since every function has a direct or indirect effect on the environment. Every employee should understand the company’s environmental policy and the procedures which control environmental aspects that apply to their role.

Those specifying and purchasing materials and equipment need to appreciate aspects of process by-products and disposal whilst everyone needs to consider energy use and what environmental aspects need to be monitored and reported.

There are areas for special training in environmental management, legal compliance, energy management and internal auditing, depending on the nature and scale of the business. The question is, where can judgments be improved; the answer is at every level of responsibility.

What should training cover?

Training focused on the processes in the business is an ideal opportunity for departments or individuals to consider the knock-on effects of their actions.

The key is to identify real areas for improvement and get staff to buy-in. This will allow the consequences of the companies activities to be addressed; whether environmental, legislative or financial.

Formulation of an action plan to minimise these consequences should enable people to appreciate any behaviour they need to change and actively pursue the principles of environmental protection.

Compliance with legislation is clearly supported if people are given an understanding of both the intent of relevant regulations and how the business demonstrates that it fulfils that intent.

Complexity and jargon needs to be interpreted.

Risk assessment is a useful tool and auditing environmental performance often overlaps with approaches to health and safety.

Evidence that practical benefits can be achieved can be based on the previous measures taken by the business, or on case study examples of similar businesses. People want advance proof that their actions will bring some tangible benefits and an idea how performance will be measured and recognised.

What makes training successful?

Following an understanding of environmental effects and their causes, specific information is needed to adopt improved ways of working. Answering the when, where and how requires preparation with those responsible for the processes. Those delivering the training can then relate to people’s need to get on with the job, perhaps by offering:

Lessons from past experience of solving environmental problems
Simulations & role play related to real workplace scenarios
Open questions prompting suggestions for responses to actual day-to-day situations

The more trainees can adopt the principles and begin to apply them for themselves during or soon after their training, the more likely they are to buy-in and to change any bad habits.

A partnership with managers when training is delivered would help questions and concerns to be dealt with from the shared experience of those present. People may justify to themselves why they will not adopt measures to protect the environment and an open discussion which brings these issues out and addresses them is only going to happen by establishing trust.

Support may be needed over a period, building the ability of the trainer(s) to relate to the context, challenges and individuals in the business. We see training as part of a package which can include environmental reviews, risk assessments and management systems according to our clients’ needs.

Training should be part of a plan and reflect the needs people have to support that plan – addressing the changes that take place in the business and the progression of people and their roles.

Finally, the shared commitment to make a difference needs to be reinforced with leadership by example. One way to do this is to review the success of the training, comparing intent with performance after a period and to celebrate the successes!

For a review of your environmental and other training needs and how to integrate training into your procedures and plans, please contact Aneeta Patel or Steve Stones via email or telephone (024 7627 9000).

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