City Voices: A City & Guilds Podcast
Welcome to City & Guilds’ podcast series. Each month, we’ll be exploring some of the issues raised in our recent research and across skills development.
City Voices: A City & Guilds Podcast
Making Sustainability a Core Part of Your Organisation’s Success
What does true sustainability look like when it’s woven into every aspect of work — not just bolted on as a embedded initiative? In this revealing episode, host Natasha Kalinga sits down with renowned keynote speaker Raquel Noboa, founder of the multi award-winning Fifty Shades Greener and recipient of a Princess Royal Training Award, and Edwin Raj, Senior Programme Manager at Johnson Matthey, to explore how sustainability can become a cornerstone of organisational culture, leadership, and skills development.
Together, they unpack how sustainability can — and must — be built into the employee journey from day one, and why practical, hands-on learning is key to making a lasting impact. From green apprenticeships to lean thinking, this episode is packed with valuable insights for any organisation aiming to meet its net zero goals.
💡 In this episode, you’ll discover:
- Why embedding green skills in training and development is business-critical
- How apprenticeships and continuous improvement fuel a sustainable mindset
- The biggest barriers to net zero — and how to overcome them
- How HR and L&D teams can integrate sustainability into onboarding, progression, and performance frameworks
- Why sustainability is about progress, not perfection — and how to start where you are
🔊 “Sustainability isn’t just about a product – it’s about how we work, think, and lead.”
🔊 “We need a lot of imperfect people doing a little better every day.”
Whether you’re just beginning your organisation’s sustainability journey or looking to embed it more deeply into your culture and systems, this episode offers both strategic inspiration and practical steps to take action.
This is essential listening for L&D professionals, HR leaders, organisational development experts, NetZero champions, and anyone responsible for shaping the future of work.
For more about the Princess Royal Training Awards – or to find out how to apply – visit here.
🎙️ Don’t forget to subscribe, leave us a review, and share the episode with your network.
When people see that sustainability is part of what success looks like in their role, then it naturally becomes part of their mindset and their daily work, and so it's not something that they need to add on at a later stage. It starts from the very beginning in that job.
Natasha Kalinga:In this episode, we'll be diving into one of the most urgent and exciting challenges of our time, which is greening the future of work. From climate commitments to cultural change, we know that sustainability is no longer a side project. It really is central to how we work, lead and learn, and we couldn't have had better guests to guide us through this. I'm really pleased to have two guests joining us today who've walked the talk when it comes to green skills and sustainability and education. First up, we do have Raquel Noboa MCGI, who is a business leader, a green skills expert, founder of Fifty Shades Greener, which was the very first Irish recipient of the Princess Royal Training Awards. And over the years, Raquel has earned herself quite the reputation for multiple Irish Enterprise Awards At least six, I think, is my count to international recognition. She's been celebrated globally for her contributions to environmental education. Raquel, does that sound right? Do you want to say hello and tell us maybe one line about Fifty Shades Greener?
Raquel Noboa:Hi, Natasha, that sounds amazing. Sometimes you forget, I guess, the you know the wins that you had along the way, particularly in a year like 2025, where it feels like sustainability has gone a little bit backwards. So, yeah, it's great to hear all the accolades, but, yeah, thank you for having me here. Fifty Shades Greener is a company for sustainable development, or really, our passion is education and training, but we also work with governments and businesses through consultancy and certification, but education and training will always remain our biggest pillar and our biggest passion.
Natasha Kalinga:Fantastic. Thank you, Raquel, and welcome. And next up we have Edwin Raj, who is Senior Program Manager at Johnson Matthey, another esteemed Princess Royal Training Award winner, awarded in 2024, to be precise. A little research tells me that Edwin is a trained scientist with a PhD in organic chemistry, and he's already collected four at least four post-nominals to his name Really impressive, with a fifth one on the way as he works towards his executive MBA. Is that correct? Did I miss anything, Edwin? Do you want to say hello and tell us a little bit about Johnson Matthey?
Edwin Raj:Thank you so much, natasha. I'm really happy to be here. I work for a company called Johnson Matthey. Johnson Matthey is a doable leader in sustainable technologies and we are very much involved in the catalysing the transition to net zero.
Natasha Kalinga:Lovely, so pleased to be joined by these industry leaders and really looking forward to our conversation today. So thank you and Raquel, can you tell us a little bit more about the program that earned you a Princess Royal Training Award, and when you first started out, did you imagine that it would have this kind of reach and success that it has?
Raquel Noboa:Yes, I guess when I first founded Fifty Shades Greener and developed our training programs, I knew there was a clear gap in the market for sustainability training within the hospitality sector.
Raquel Noboa:But I guess when you found a company or when you're an entrepreneur, you always hope for that global reach but you never really believe it's going to happen, particularly at the beginning of the stages. The programme itself it's now called the Green Manager Programme and it leads to a qualification of the Ofqual Framework of Education and our Level 4 for Environmental Sustainability and Hospitality is hands-on and practical. It teaches skills, not the theory. Obviously, we do explain you know the why, which is climate change, but really the intent of the program and even the assessment methods is all about the implementation of climate action initiatives. So we teach learners how to measure, manage and reduce energy, waste and water within the built environment. And that program has now rolled out to all types of industries. It's been adapted to different industries and, yeah, it's achieved a global reach that we never thought we would get really. So, yeah, really in combination really with winning the British Royal Training Awards for that programme was really a sweet day for us.
Natasha Kalinga:Amazing. And Edwin, let's turn to you. So you went through the lean six sigma apprenticeship program at Johnson Matthey. Can you tell us a little bit more about what your experience was like and how, if any, it helped enhance the way you think about sustainability in the workplace?
Edwin Raj:absolutely well. I got my um lean six Sigma Green Belt qualification through the apprenticeship route, and the whole program was about learning by doing, which really gave me a strong foundation in things like process improvement, stakeholder management and also making decisions based on data. You also asked about what did the apprenticeship teach me, based on data. You also asked about what did the apprenticeship teach me? So I would definitely say the apprenticeship taught me how to solve real-life problems using a very, very structured and methodical approach. So that is the power of the Lean Six Sigma. Every problem needs to be approached in a methodical way Now in terms of sustainability, needs to be approached in a methodical way Now in terms of sustainability. I would say that the project actually made me to realise that sustainability isn't just about a product like sustainable aviation fuel, but it is also about how we actually do work. Are we doing it efficiently, are we doing it collaboratively? And, while we are doing things, are we minimising the waste? So I now see process improvement as a key enabler of sustainability.
Natasha Kalinga:Thank you both for sharing, because I think what's clear is that sustainability and learning are really intertwined and you know whether you're you know you're the one that's building the program or benefiting from it, you know it's very clear that there's that linkage. So thank you both. And just back to you, Raquel, as a PRTA recipient what difference has the PRTA and other awards kind of that recognition made, if at all? You know, has it helped, for example, maybe deepen partnerships or influence how others see the role of training and sustainability for you?
Raquel Noboa:Yeah. So for us winning the PRTA awards, it's given us that quality mark of excellence that one helps us stand out from other training organizations worldwide. But also it sort of instills a trust in our organizations because we have been, you know, checked and verified by one of the highest education and awards in the world. So it's definitely opened doors for us in international markets, particularly in India and the Middle East. For me personally, you know, without the organisational benefits, it really means that you know, I set out, I did what I set out to achieve from the beginning of my journey. I wanted to build a learning and development company for the people that worked in it and for our customers as well. And you know, getting that recognition from Princess Royal was the culmination, really, of all that hard work from me and my team for the last seven years.
Natasha Kalinga:Yeah, amazing, thank you for sharing and really lovely to see that ripple effect that it's had. So, yeah, we are proud to have you as part of our PRT alumni and foundation for Neosure perspective that you got In your opinion, do you think apprenticeships like the one that you've been on are something more people perhaps you know, even those later in their careers should seriously consider?
Edwin Raj:Absolutely. Through the apprenticeship programme, I tackled a live challenge of processing efficiencies between two partners and the improvements we put in place, which had a direct impact on collaboration delivery timelines. But, more importantly, it created yet another opportunity for us to serve our customers better. Now, since I completed my apprenticeship, I approach problems with a completely different mindset. I go like what does the data say? What is the root cause of the problem? What are the different types of waste I can see in front of me and how can I eliminate those waste and how can I pick a solution which is going to meet the needs of the stakeholders in front of me?
Edwin Raj:And you also talked about mid-career there, natasha, and for me, I can very, very happily and proudly tell you that my apprenticeship was a mid-career one as well, and it's one of the best decisions I have made, which benefited me both personally and professionally. And I'm very comfortable in saying that apprenticeship to me was a great opportunity to accelerate my career. Apprenticeship to me was a great opportunity to accelerate my career. So if you look at the model of apprenticeship, it works really well for working professionals.
Natasha Kalinga:And if you were to say that this is essentially a kind of a low risk option, at the same time creating the highest impact for upskilling employees, who are currently in a day job and I think what you know really stands out from what you said earlier, raquel, and Edwin just now, is that you know, whether it's formal or on the job or part of like a wider learning culture, you know that training isn't just about building skills. It's also about, or helps, you know, unlock potential and enable people to really act with purpose. And yeah, that's just really interesting to hear and, I think, just bringing us into our next question around, you know organizational culture because I think we, you know, we know that no matter how good a program is, if it's not in the right environment, it's not really going to go. You know far. So, raquel, you've worked with organizations, you know across different sectors, we know, and so, from your perspective, how do you think people, teams, whether it's HR or L&D or internal comms help build a culture where sustainability is baked into the daily operations?
Raquel Noboa:Yeah. So HR, human resources, learn and development departments they really play a vital role on making sustainability part of the company's DNA. Really, it shouldn't be viewed and it often is viewed as a side project that a small team in the organisation do or a department does, and it should really start with embedding sustainability into the employee journey from start to finish. So, from you know, mentioning the job description and their onboarding and their induction, add sustainability sort of metrics to their performance reviews so that they understand the organisation takes sustainability seriously, as seriously as being part of your key performance indicators every year. When people see that sustainability is part of what success looks like in their role, then it naturally becomes part of their mindset and their daily work, and so it's not something that they need to add on at a later stage. It starts from the very beginning in that job.
Raquel Noboa:So human resources can also shape culture by celebrating within initiatives creating even cross-departmental green teams healthy competition. Celebrating green initiatives, creating even cross-departmental green teams, you know, healthy competition. They really have the power to really build that culture from the bottom up, but also from the top down. And, most importantly, you know HR can create the psychological safety needed for people to speak off to ask questions you know, to innovate. Social sustainability you know should be in this day and age, 2025, completely embedded into every organisation.
Natasha Kalinga:No, I agree. Just going back to your first point, I think you know lasting change doesn't happen in isolation, as you've said. I think it needs to be supported and sustained across every layer of an organisation. So you are definitely in agreement. And for Edwin, you know you've had a front row seat to the power of apprenticeships as a learning tool. And if you had just 60 seconds, let's say, to make the case, you know why do you think apprenticeships matter in building a more sustainable future?
Edwin Raj:That's a great question, by the way, Natasha, thank you. A great question, by the way, natasha, thank you. I think what makes apprenticeship so special is that they equip professionals with practical tools to solve real world problems, and also it bridges the gap between learning and doing, which can be a massive benefit for industries that are tackling complex sustainability challenges. So if you want to build a sustainable world, we need more people who can think critically, develop effective and efficient solutions and also have the sort of right mindset for continuous improvement. And all of these skill sets can be delivered through an apprenticeship route at any point in a person's career.
Natasha Kalinga:Like you've said, apprenticeships can be taken by anybody at any, you know, at any point in a person's career. Like you've said, apprenticeships can be taken by anybody at any, you know, at any point. Right, and what it does embed is really those skills that you need, you know, to build a sustainable future. We hear a lot about businesses, especially those at the beginning of their journey, talking about, you know, net zero can feel like it's a massive ambition. You know the destination might be clear, but the path sometimes can be so overwhelming, I think, just for the both of you. What do you think are some of the most common barriers that businesses face when trying to embed net zero into their operations, especially in, you know, from a perspective of maybe lacking that internal expertise or confidence?
Raquel Noboa:Yeah, I guess you know big, big barriers to net zero is the lack of knowledge, first of all, and perhaps the perception that this is a really, really difficult thing to achieve and don't get me wrong, it is difficult to achieve but it is possible.
Raquel Noboa:And so barriers that we always come across when we talk to business not just owners but also their teams there's lack of time, you know, but we don't have time to get this done. And I guess you know perhaps that the only reason for that barrier is because it's not being prioritized enough. You know, give this example. You know if you're running a hotel or any business and you identify that you have a problem because cash is running out of the till, would you prioritize that or other things to figure out where that money is going? So, when we talk about resource efficiency, you know if I can tell you you can save 30% of your energy needs by educating your team to be energy efficient Would you not prioritise that over something else when it can actually make you more money? So lack of time and lack of knowledge for me are the two barriers that I come across the most.
Natasha Kalinga:Really interesting, yeah, and Edwin.
Edwin Raj:If there is willingness to get there, using the contacts, the partnerships. You know, no one company or no one organisation can solve this problem. We really need to come together, pull all our strengths together to achieve that. So I would say barriers are lack of passion, in some cases lack of awareness that could be translated into lack of awareness, and also the barriers that exist in today's context to pool our time, resources together to achieve a common cause.
Natasha Kalinga:And I see the overlaps and I think what's really insightful just from both your points is that sometimes I think the first step really is recognising that the gaps exist and that they can be bridged, you know, through. It could be through partnerships, it could be through working together, it could be through, you know, just really acquiring that knowledge. But I think the first step, yes, is recognising that they exist, and then what are we going to do about it? So, before we close, I do have one final question, I think something a little lighter but hopefully still very telling so to the both of you. If you could design your dream green skills course, what would the first one you'll be called?
Raquel Noboa:Ooh you see, I kind of already have.
Natasha Kalinga:Yes, you have, so maybe this is cheating.
Raquel Noboa:But for me a really kind of outstanding award is sustainability. If you take sustainability, it's the ability to sustain. So one of our latest developed programs is exactly called that Sustain, and then capital letters Ability, because we want to give people the ability to sustain into the future.
Natasha Kalinga:Powerful. I love that. How about you, Edwin?
Edwin Raj:Building continuous improvement mindset. It's all about looking at what's being done today and look for opportunities to do it better and in a more sustainable way for tomorrow and for us to build that sustainable future. We really need to have that continuous improvement mindset. It is so important, in my opinion, because you need to be curious, you need to be agile, you need to be willing to change behaviours and you can definitely see the Lean Six Sigma apprenticeship that you need coming through.
Natasha Kalinga:You know it is. Yeah, it isn't just the Lean Six Sigma apprenticeship that you did coming through.
Edwin Raj:You know it isn't just about Lean Six Sigma, I mean, even in my MBA. You learn, you apply. You see the outcome. Learn, apply, see the outcome. It is continuous improvement improvement.
Natasha Kalinga:Okay, inviting you both to share any final reflections that you might have.
Raquel Noboa:Yeah, just, I guess for anyone listening to this podcast is to know that sustainability is not about being perfect, and I think sometimes that's one of the fears or barriers for people that they feel they don't have answers to many of the problems and therefore it's better not to ask the questions or to even dig into it. But really it's about being aware of our environmental impact or social impact and really starting with intention, involving everyone in organizations and build the momentum step by step. You know, even for leaders of organizations, governments and different industries, you know, real leadership and sustainability. Again, it's not about having all the answers, but it's about doing what's right, even when it's hard, and there are a lot of times where business and sustainability hard decisions have to be made. But yeah, it's just a reminder that nobody's perfect and nobody needs to be perfect. We need a lot of imperfect people, but trying to do a little bit better all the time.
Natasha Kalinga:Yeah, that's extremely encouraging. Thanks, Raquel, and, last but not least, edwin. Any final thoughts that you'd like to share?
Edwin Raj:Absolutely. I would say that it is the people who are going to deliver the change. It is the people with passion who are going to change the world and, as in any organization for that matter, we need to create an environment and a culture which actually promotes such an environment. I was talking earlier about the continuous improvement culture. I want to emphasize that again, because that encourages people to think outside the box for solutions and overcome some of the common barriers, like cost, for example. You know there's so much available around us in terms of technology, opportunities, processes and bringing people together who specialises in various things to deliver a common cause is what actually is needed to drive this sustainability, to drive net zero, because it is the people with passion who are going to change the world.
Natasha Kalinga:Yeah, I love that, the diversity of thought and the emphasis on people being at the heart of the change. So I think, yeah, for both of you, very similar thoughts and reflections and, yeah, thank you both so much for joining us and sharing your stories and your experience and your insights. I think what you showed us today that the future of work is undeniably green, but it's also really deeply personal and, you know, people need to be at the heart and at the center of it and it is shaped by the choices that we make and the skills that we build and the cultures, ultimately, that we we create, you know so, by baking those different elements in. So thank you very much for sharing. You know we've heard a lot about apprenticeships and behavior change and learning to our listeners today. Don't forget to subscribe, rate and share this episode if it did resonate with you. And until next time, keep learning, keep growing and, above all, keep making a difference.