Corey Pavin on Taking a Shot at Making Golf Greens More Green

Though golf courses offer long acres of lush grass, tall trees and rippling ponds, they’re not the most popular venues among environmentalists. Citing their effect on wildlife and the potential impact on a venue’s water table, those worried about conservation and sustainability find much to dislike on any 18-hole tract.

For more than a decade, 1995 U.S. Open champion Corey Pavin has worked to improve golf’s relationships with the world hosting it. Known as one of the more amiable and self-effacing players on the PGA Tour (and, currently, the Champions Tour), the 64-year-old native of Southern California remains one of the leading proponents of sustainability in golf.

During preparations to play the 2024 Senior PGA Championship at Michigan’s Harbor Shores—a course built on a reclaimed industrial dumping ground in Benton Harbor—Pavin explored what brought him into the sustainability movement and why he continues to push more environmentally responsible golf courses.

Penta : You claimed a Major Championship, won 15 times on the PGA Tour and captained a Ryder Cup team during four decades of professional golf. How did you find an interest in sustainability along the way?

Corey Pavin: I grew up in California, so recycling was always a big deal there before the movement expanded across the United States and around the world. So, I came into golf already aware of the need to recycle and look after the environment.

What brought you into a leadership position working toward environmental sustainability in golf?

I do most of this work due to my association with Dow Chemical. I’ve been with them for 15 years now, and they started a big program for sustainability and recycling. They’ve done a lot to make me aware of what needs to be done and helped me to reduce my own carbon footprint. … I also worked with the nonprofit GEO Foundation for Sustainable Golf, which is dedicated to making golf and the golf community ecologically friendly.

Have you found there to be tension between the sport of golf and the environmentalist movement?

I knew growing up the environmental effects of golf and golf courses was a huge concern and a cause of a lot of conversation. There were debates over the chemicals used on a course and how they can affect groundwater and other elements.

I think a lot of strides are being made with what materials get used on a golf course with an eye toward what effect they could have on the environment. There’s been a lot of work in the last two decades to make courses less harmful.

What advancements have golf operations made in course design, building, and management?

First of all, there’s been a push for years now with course designers to avoid bringing in any outside species such as grass or other plants that could change the ecology of an area. You’re seeing so many more courses now that use only native elements. There’s also been a lot of strides made on how courses are maintained, what grasses they use, and how the greens crews treat the grasses.

Is it difficult to balance environmental factors with efforts to provide a quality golf course?

You want to design and build a quality course and keep it in good shape, but we have the means now to eliminate negative environmental impact from a golf course being built or operating. For example, concepts such as using recycled, non-potable water for the grass or choosing salt-resistant grasses that can be fed with brackish seawater keep fresh water preserved and entirely off the course.

Beyond water usage, what positive effects can a modern golf course have on the environment?

You also have to consider the adjacent land near a course. The presence of golf near a forest or marshland can lead to an effort to preserve that space that wasn’t a priority earlier.

Are you seeing efforts to update or reimagine golf courses built before the environmental movement came to the fore?

Yes, there are so many modification ideas a golf course can use to limit or reduce the amount of grass that needs to be watered. I’m seeing courses add natural waste areas of plants that require very little water or more sandy areas that require no water at all. Over the last decade, I’ve seen courses all around the world shifting to those designs. Beyond saving water, those ideas also reduce the amount of necessary maintenance and save energy.

Way back when, crews used to just bulldoze everything and transform an area into a course without giving thought of what that could do. Once it became clear that we could build golf courses that can involve more of the natural habitat and disturb much less of the natural environment that was already in place, I think it became obvious there was no reason to design or build courses any other way.

As a player, does it just make you happy seeing these sustainable changes?

I love seeing it, not just because I’m aware of how important clean water is, but because I’ve always liked golf courses that have a natural look to them.

The 2024 Senior PGA Championship was at Harbor Shores this year—a course developed on wetlands reclaimed from an industrial waste site. Could we see golf actually restoring the environment in cases like we find in Benton Harbor, Mich.?

I think that’s a great example of responsible course building and management. Initially, [Harbor Shores] was more a case of recycling and reclamation, but it operates now within those wetlands as a sustainable model. We can see more cases of dump sites becoming courses because you’re dealing with land that can’t really be used for much else. Once the ground is cleaned and treated, I can’t think of any better place to build a golf course because just the act of creating the venue cleans that garbage from the land.

We can now make golf courses that look like they were always supposed to be there from the beginning.

This interview has been edited for length and clarity.

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.”