Higher Education Institutions increasingly include sustainable development concepts in their programs to teach their students about sustainability. This tendency is encouraged by the Sustainable Development Goals. Today’s technological age implies concerns about sustainability including ethical decision-making and responsible behavior of organizations and leaders. Moreover, the Covid-19 pandemic impacted sustainable development and highlighted the need for a more sustainable future. Sustainability can positively change value culture, the environment, and improve the quality of life. Although incorporating sustainability into the curriculum creates challenges for universities, it can also offer opportunities for educational institutions. Universities have an important role to play in the transition towards sustainability. They must not only incorporate the concept into research and teaching but also implement it on campus. This review article provides a brief overview of sustainable development in higher education institutions and discusses how universities adopt and apply sustainability principles. It also explores how sustainability can be integrated into various disciplines and sheds light on students’ and academics’ attitudes toward Education for Sustainability.

Green economy and green transition have brought about significant changes in countries' future planning and policies. As a result of the expansion of areas such as recycling, waste management, social responsibility projects and practices, and the focus of R&D studies on sustainable projects, a green transition in employment emerges. Nowadays, green-collar workers have become a priority in every sector. Employees and employee candidates who have the talents and skills to achieve sustainability and green transformation criteria in areas such as green economy, green finance, green logistics, green production, green energy, waste management, sustainable social health, for the targets expected to be realized in the context of sustainable development goals and a sustainable future. It has become the new trend for employment. In this study, the issue of green transition in employment will be examined by compiling current data and information on green-collar employees. It is thought that the study will provide useful information for the literature.

A growing number of public personalities, politicians, non-profit organizations, and members of civil society are demonstrating their social duty and dedication by adopting a green philosophy that focuses on three key areas: the environment, human well-being, and the green economy. The terms "green management", "green public procurement", "green marketing", "green human resource management" and "green PR" are becoming more and more popular to improve the environmental condition. Because of their mutual dependence, applying one idea promotes the growth and advancement of another. This study attempts to present a research model, on the one hand, emphasizing the thesis that environmental management should be viewed as a moral concern rather than an adaptable procedure and that it can influence as a source of competitive advantage by providing strategic and economic advantages [1]. The idea that the application of green practices in human resource management extends beyond the implementation of environmental protection initiatives and includes the formulation of policies and practices that support sustainable development and people management is another popular hypothesis in the field. Taking into consideration the interaction between institutions and human resources, the concepts of meaning, value, and integrative communication are strengthened in this context to create ideal conditions for the implementation of "green ideas" with a sustainable outcome. The conceptual linking of these management fields is presented in a 'management waterfall for re-innovation' model for positive, integrative 'green' organizational behavior. The aim of the study is to make a comparative analysis of the challenges facing the green management of human resources, summarizing and presenting some interesting ideas in this scientific field. Through comparative analysis, key characteristics are summarized and conclusions are drawn for the improvement of these processes. A series of empirical and theoretical analyses, a deductive technique, and a descriptive-correlative approach are all combined in the structure of scientific research. The research directs the rethinking of hierarchical structures in "networked" models based on cooperation between two functional areas of the organization and gives arguments supporting the idea.

Dynamics and crises in the present are inextricably associated with company growth and change management in the context of today. In this way, the question of innovation in management processes has evolved, and we now focus on re-innovative organizational practices that expand on and improve tried-and-true methods. In such a situation, the function of sustainable branding is that effective communications are essential tools for adapting to the climate and chaotic characteristics. Additionally, the long-lasting and unexpected pandemic crisis, a technologically advanced and globally integrated society and economy, and the hybridity of change all have a significant impact on marketing procedures. Although the subject is broad, the research's primary focus is on creating a dialogic, motivated, and productive management style, with new internal communication channels playing a key role as a component of branding.