Longitudinal Study of GRI Indicators and Sustainable Human Resource Management in the Brazilian Context

With growing demand for theoretical models focused on environmental management, there is also a need to align companies’ human resource practices with strategies for sustainability. This has become evident with the emergence of Green Human Resource Management (Green HRM) and Sustainable Human Resource Management (Sustainable HRM) models. Some changes that such models propose can be find in labor practice and decent work (LA) and human rights (HR) indicators of companies that publish sustainability reports according to the Global Reporting Initiative (GRI) model. This study proposes to verify the evolution of the degree of full adherence (GAPIE-GRI) and the degree of effective disclosure (GEE) with LA and HR indicators of Brazilian companies that published GRI sustainability reports from 2007 to 2012. The sample represents 642 GRI reports from Brazilian companies distributed in the period investigated. The results show a significant presence of large companies in energy and financial services sectors. The indicators with the greatest representation were “Total workforce by employment type, contract and region”; “Total number and rate of employee turnover by age group, gender, and region”; “Percentage of employees covered by collective bargaining agreements” and “Average hours of training per year per employee by employee category”.