Plant-Based Plastics Gain Favour as Companies Pursue Sustainability Goals
Bioplastic production is growing at a record clip amid strong demand from fashion and food-packaging companies, in particular
4 min
The future is more plastic. Plant-based plastic, that is.
Plant-based plastics, or bioplastics, have accounted for just 1% of the world’s plastic production for well over a decade, according to a review of more than 100 companies by research organisation nova-Institute. Bioplastics haven’t taken off largely because they are typically 50% to 80% more expensive than traditional fossil-fuel-based plastics, but their production is now growing 14% a year, putting them on track to reach up to 3% of the plastics market in the next five years.
Bioplastics are expanding faster than recycled plastic in some cases, such as in Asian countries like China and Japan that are mandating more ecologically friendly materials, nova-Institute founder Michael Carus said. Even if global plastic recycling rates someday reach 70% compared with around 9% today, bioplastics alongside materials made from captured carbon dioxide will have a big role to play asthe world transitions away from fossil-fuel-based materials, he said.
“Not one of them can do it alone,” Carus said, referring to the sustainable materials that will drive the green transition.
Bioplastics’ benefits
Bioplastics are usually derived from plants rich in starch, sugar or pulp, such as corn, wheat, sugar cane, wood and cotton, which makes them costlier than plastics made from fossil fuels because crops need fertiliser and other resources such as water. However, the environmental benefits of plant-based plastics are increasingly appealing to companies promising to use more sustainable materials by the end of the decade.
Plants absorb the atmosphere’s carbon dioxide, which cuts the greenhouse-gas emissions from making bioplastics to at least half that of fossil-fuel-based plastics. Bioplastics can also sometimes cause less pollution when they degrade in the environment.
Broadly, there are two types of bioplastics: Materials that have similar performance to plastic, such as pulp-derived cellulose acetate found in eyeglasses and textiles, and bioplastics that are chemically identical to conventional plastics, such as a polyethylene, polyester and nylon. Around half of today’s bioplastics are biodegradable, according to nova-Institute, meaning they break down more naturally and are less harmful to habitats. Still, many of these bioplastics require industrial composting facilities to degrade and aren’t designed to be thrown away in a home garden.
Some of the earliest adopters of bioplastics are fashion companies, including Lululemon, which has a goal to replace the majority of oil-based nylon with plant-based nylon by 2030. A big selling point for the sportswear company is using plants to make chemically identical nylon that can be easily switched in, but still cuts emissions by nearly half.
The strongest demand for bioplastics is currently from fashion and food-packaging companies, but interest is also rising from companies in cosmetics, electronics and more durable goods such as tools, Eastman Chemical’s Chief Technology Officer Chris Killian said.
Eastman, formerly a division of Kodak, earns more than $1 billion of its $10 billion or so in yearly sales from bioplastics made from cellulose acetate, a material it has produced for more than 70 years. Cellulose acetate, which Eastman makes from cotton linters and wood pulp, was first used in Kodak film in the company’s early days, but it is now expanding into packaging, textiles and other applications. In 2022, Eastman signed an agreement with Warby Parker for the material to be used in eyewear.
“It has a great deal of legs,” he said of the cellulose acetate-derived plastics.
Challenges ahead
Plant-based plastics remain a tough sell because fossil-fuel-based plastics are much cheaper, but prices could fall if companies continue to buy more bioplastics and governments encourage their use. This year, the Biden administration called on the federal government to assess the potential for biomaterials, including for plastics, fuels and medicines. And last year, the U.S. Defense Department said it would invest $1.2 billion in bio manufacturing. The European Union is also considering mandating bioplastics under packaging rules that are being discussed.
In the U.S., there is government support at the state and federal level to convert biological raw materials into fuels such as ethanol, but that level of support doesn’t yet exist for plant-based plastics, said Manav Lahoti, chemical giant Dow’s global sustainability director, olefins, aromatics and alternatives.
“The market is ready to take off on the demand side,” he said. “But to make the economics work, there is some regulatory support that is required.”
Another hurdle to scaling up bioplastics is what happens at their end of life. Only plant-based plastics that are chemically identical to fossil-fuel–based versions can enter the existing and growing recycling infrastructure. The world’s limited amount of feedstock, which often goes to feeding cattle and other livestock, also presents challenges to using more bioplastics.
One answer: turning agricultural waste into recyclable plastics.
This year, Dow struck an agreement with biomass refinery startup New Energy Blue to buy bioethylene made from the stalks and leaves of corn grown in Iowa. Dow will then make conventional and recyclable plastics from the material and sell to companies in transportation, footwear, and packaging.
Dow is already providing bioplastics for Crocs shoes and LVMH Moët Hennessy Louis Vuitton’s perfume packaging, and sees demand outstripping supply, said Haley Lowry, Dow’s global sustainability director for packaging and specialty plastics.
“We are trying to find more sources,” she said. “The demand from our customers is there; it’s really finding the sources of biofeed that makes sense.”
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A growing number of employers say Gen Z job seekers are bringing their parents into the hiring process, from attending interviews and negotiating offers to questioning performance reviews. Recruiters warn the trend may raise concerns about independence, even as some families see it as support in a challenging job market.
4 min
Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.
Then Clark had to do it all over again, this time with the guy’s mother.
She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.
“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.
Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.
More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.
“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”
Human resource professionals have expressed outrage on social media.
“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.
At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.
Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.
Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.
Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”
Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.
Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.
What’s more, they say, such interference rarely, if ever, works.
The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.
“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”
Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.
After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.
It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.
“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”
A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.
“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.
Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.
“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”
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