Solutions > ESG - Environmental, Social, Governance
Sustainability is no longer a ‘nice to have,’ but a ‘must have.’ However, it can be challenging to maintain clarity in the world of ESG. ESG affects all areas of a company, but unfortunately, the social aspect is often underrepresented. This is where the HR department comes into play. With our feedback tool, we empower you as an HR manager to make valuable contributions to your ESG reporting through the results of employee surveys.
Strengthening Social Responsibility with ESRS S1 Standards
CSRD
The CSRD (Corporate Sustainability Reporting Directive) provides the regulatory framework for ESG reporting in Europe. Its aim is to increase transparency and comparability in sustainability reporting.
ESRS Standards
The ESRS standards ensure that reporting is consistent and comparable. They specify which information and metrics companies must include in their sustainability reports.
HR Reporting Standard
ESRS S1 (Own Workforce) relates to the requirements for companies to report on social issues such as working conditions, equality, diversity, health, and safety in the workplace.
SDG
The Sustainable Development Goals (SDGs) are 17 global objectives adopted by the United Nations in 2015 to promote sustainable development worldwide.
Would you like to learn how to turn employee feedback into valuable KPIs and even use it for your ESG reporting? Let’s discuss your options in a brief initial consultation.
Transform feedback into data
Our tool helps you transform employee feedback into data that your company needs for ESG reporting, such as:
With a feedback tool, you can conduct a direct measurement of the ESRS S1 metrics (as part of an employee survey or in individual surveys).
Targeted Surveys:
Conduct targeted surveys specifically aligned with your reporting requirements, providing insights into various ESG areas of your company.
Integrated Surveys:
Incorporate short questionnaires into existing or standardized surveys, such as employee engagement surveys or pulse surveys. For example, you can ask a question about the awareness and acceptance of reporting channels.
Utilize Existing Data Sources:
Leverage your data from existing sources within the company, such as HR information systems (HRIS) and employee surveys.
Use our state-of-the-art questionnaire or collaborate with us to create a survey tailored to the specific needs of your company.
Alternatively, you can conduct the risk assessment as a standalone survey or integrate it in a reduced form into an employee survey.
Uncover perceived and actual injustices in your company to gain deeper insights than with traditional DEI KPIs, such as the percentage of women in leadership positions.
Example Topics: Fair compensation and career opportunities, active and passive discrimination, inclusive hiring practices, accessibility.
Measure your employees’ carbon footprint from their commute and identify areas for improvement using a specialized survey.
Example Topics: Distance between home and workplace, use of sustainable transportation methods, availability and willingness for sustainability incentives (e-charging stations, job bikes, job tickets for public transportation, etc.).
You want to conduct your own customized survey. That’s no problem either. Our feedback tool can be tailored to your specific requirements.
what to expect
The CSRD reporting obligation currently applies primarily to large companies and publicly listed companies in the EU, including certain financial institutions and insurance companies. However, the scope of affected companies will gradually expand, meaning that in the coming years, more and more companies will be required to report comprehensively on their sustainability practices. The directive ensures that these companies provide detailed information on their sustainability practices, leading to greater transparency and comparability in ESG reporting. This, in turn, supports the broader goals of the EU regarding sustainable development and the achievement of the Sustainable Development Goals (SDGs).
Win-Win
ESG (Environmental, Social, Governance) and employer branding are closely linked, as a strong ESG profile enhances the company’s reputation and presents it as an attractive employer. In times of talent shortages, sustainability, social responsibility, and transparent corporate governance are essential. Today, your employees place great value on your company’s commitment to sustainability and its serious approach to the social aspect.
We support you in collecting employee feedback data for your ESG reporting. Not only that…
Green Company:
We also live sustainability. With our Green Company initiative, we make our contribution by sourcing exclusively green energy and actively supporting the SDGs 4, 5, 9, 10, 11, 12, 15, and 16.”
Sustainable Customer Relationships:
We take pride in maintaining long-term and sustainable relationships with our customers.
Partnering:
We have an excellent partner network. If you need a partner for the implementation of follow-up processes, we can provide the contacts.
Smart Feedback Tools:
We have years of experience and expertise. Our state-of-the-art feedback software includes many intelligent features, and our interdisciplinary team works every day to continuously improve.
Anonymous surveys are a prerequisite for a successful feedback culture. We care about protecting your data, which is why data protection and IT security under the BDSG and EU GDPR are our top priorities. Our service delivery takes place entirely in Germany without the involvement of additional service providers.
Our feedback software offers a high degree of customization and automation. You can tailor dashboards and reports to your corporate identity guidelines, thereby further strengthening the trust of your employees.
We provide you with a personal contact from our expert team and guarantee response times within the framework of our Service Level Agreements. From the onboarding kickoff to the evaluation of your project, we are here for you. We help you ask the right questions and initiate data-driven follow-up processes based on the results obtained.
Our questionnaires are based on scientific principles. They were developed by Prof. Dr. Simon Werther and our expert team, who have extensive practical experience. Naturally, we combine this with practical relevance and insights gained from our numerous clients.
With the HRinstruments API, we can streamline your daily work, save time, and connect our feedback tools to common HR management systems.
With the help of employee surveys, important areas for ESG reporting can be easily queried without additional effort. This allows for the efficient capture of key metrics and their integration into ESG reporting, while maintaining focus on regular HR processes.
FAQ
Frequently Asked Questions about ESG
HR managers play a crucial role in the “Social” aspect of ESG. They collect and analyze data on employee satisfaction, working conditions, diversity, and training. This data is essential for ESG reporting and contributes to compliance with the ESRS and CSRD. Therefore, the work of the HR department supports the broader goals of the SDGs by contributing to social sustainability within the company.
ESG criteria support the achievement of the SDGs by encouraging companies to adopt sustainable and responsible practices. The SDGs provide a global framework that companies can use to align their ESG strategies and ensure that they contribute to sustainable development.
The ESRS are the standards developed under the CSRD to ensure that reporting is consistent and comparable. They specify which specific information companies must include in their sustainability reports to comply with the requirements of the CSRD.
The CSRD provides the regulatory framework for ESG reporting in Europe. It requires companies to disclose detailed information about their ESG performance. The CSRD expands the requirements and strengthens the obligations that companies have to make their sustainability practices transparent.
Through an employee survey, you can query areas of interest that can then be reflected in your ESG reporting. This primarily concerns the ESRS S1 standards: Own Workforce.
The double materiality requirement refers to two dimensions of reporting that companies must consider:
Financial Materiality (Outside-In Perspective):
This dimension examines how environmental, social, and governance (ESG) factors impact the company’s financial condition and business development.
For example, how do climate risks, such as extreme weather events, affect the company’s supply chain or production costs?
Environmental and Social Materiality (Inside-Out Perspective):
This dimension analyzes how the company’s business activities affect the environment and society.
For example, what impact does the company’s production have on greenhouse gas emissions or biodiversity?
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