{"componentChunkName":"component---src-templates-node-blog-js","path":"/pl/blog/esg-hr-guide-hr-departments","result":{"data":{"nodeBlog":{"id":"043fc374-ead7-585b-a3c1-a1dc91b7b691","drupal_id":"f2640121-9625-4353-90a1-bee29bbc2ec3","drupal_internal__nid":1768,"internal":{"type":"node__blog"},"title":"ESG in HR - a guide for HR departments ","body":{"summary":"","value":"<!-- wp:paragraph -->\r\n<p>Reading time: 6 minutes</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What do you find in this guide?</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>What is ESG and why does HR have a key role in it?</li><li>What are HR's responsibilities in ESG reporting (VSME and ESRS)?</li><li>Simple checklists and examples of HR activities in the \"S\" and \"G\" areas</li><li>How to start ESG in HR - step by step</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading -->\r\n<h2><a></a><a>1. What is ESG and what does HR have to do with it?</a></h2>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>ESG stands for <strong>Environmental, Social, Governance</strong> (environment, social, counters). Many companies must or will have to report ESG - but it's not just an obligation, it's a competitive advantage.</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>The HR department is responsible for many of the so-called \"S\" areas and some of the \"G\" areas:</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>employment structure,</li><li>diversity and inclusiveness,</li><li>mental health and wellbeing,</li><li>training and development,</li><li>pay transparency,</li><li>anti-discrimination policies,</li><li>ethics and labor law compliance.</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading -->\r\n<h2><a></a><a>2. What regulations do you need to know? (VSME and ESRS)</a></h2>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list -->\r\n<ul><li><strong>VSME</strong> is a simplified ESG standard for smaller companies - voluntary, but increasingly required by contractors.</li><li><strong>ESRS</strong> is a mandatory ESG standard for companies covered by the CSRD.</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Comparison:</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:table -->\r\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Standard</strong></td><td><strong>For whom</strong></td><td><strong>\"S\" and \"G\" range</strong></td></tr><tr><td>VSME</td><td>Micro, small and medium-sized companies</td><td>Simple, general (e.g., number of employees, diversity, salaries)</td></tr><tr><td>ESRS</td><td>Large companies (or groups of companies)</td><td>Detailed, broken down into: employment, values, policies, management</td></tr></tbody></table></figure>\r\n<!-- /wp:table -->\r\n\r\n<!-- wp:heading -->\r\n<h2><a></a><a>3. Simple checklist: ESG in HR</a></h2>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>DIVERSITY AND INCLUSION - CHECKLIST FOR HR</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Check employment structure (gender, age, disability, nationality - if possible)</li><li>Introduce a D&I (diversity & inclusion) policy, in line with ESG and regulations</li><li>Conduct an equal pay audit (gender pay gap, medians, quartiles)</li><li>Ensure inclusive language in HR documents, announcements and policies</li><li>Introduce mandatory anti-discrimination training for all (not just leaders)</li><li>Create or support ERGs (Employee Resource Groups), e.g. for women, neuroatypical people, parents</li><li>Implement cross-group mentoring, e.g. between generations, genders, different departments</li><li>Collect feedback on D&I experiences, e.g., in engagement surveys or separate surveys</li><li>Monitor reports of discrimination or bias - and report aggregate data as part of ESG</li><li>Include D&I goals in HR strategic objectives (e.g., % of women in leadership positions)</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>PAY TRANSPARENCY - CHECKLIST FOR HR</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Conduct a wage gap analysis (gender pay gap, comparison of medians, quartiles, allowances)</li><li>Develop job and comparison group matrices (to standardize salary data)</li><li>Introduce wage spreads into recruitment advertisements (in accordance with the planned law)</li><li>Establish rules for salary communication within the company (e.g., availability of salary ranges)</li><li>Prohibit questions about candidates' previous salaries (in line with EU requirements)</li><li>Set rules for salary adjustments when injustice is detected</li><li>Include an ESG component in bonus policies (e.g., for diversity, wellbeing goals)</li><li>Report salary data to ESG (VSME/ESRS) - e.g. median, gender gap</li><li>Train leaders on how to have conversations about pay and transparency principles</li><li>Communicate approach to transparency as part of organizational culture</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>WELLBEING - CHECKLIST FOR HR</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Investigate absenteeism levels (average number of sick days, causes, trends)</li><li>Offer access to psychological support (internal or external)</li><li>Introduce a work-life balance program (e.g., flexitime, hybrid, well-being days)</li><li>Collect feedback on stress and burnout levels (e.g., in pulse surveys)</li><li>Organize periodic health-promoting activities (e.g., webinars, health days, mindfulness workshops)</li><li>Take care of ergonomics and physical health (job evaluations, remote work support)</li><li>Incorporate wellbeing indicators into ESG reporting (e.g., absenteeism levels, number of people supported)</li><li>Include wellbeing in HR policies and ESG strategy (e.g., as part of goals for leaders)</li><li>Ensure a culture of support and openness (e.g., training for managers on recognizing burnout signals)</li><li>Communicate wellbeing programs clearly and regularly (e.g. newsletter, intranet, onboarding)</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>TRAINING</a> AND ESG CULTURE - CHECKLIST FOR HR</h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list -->\r\n<ul><li><strong>ESG training</strong></li><li>Introduce mandatory ESG training for all employees (online or classroom)</li><li>Train leaders on their role in ESG transformation (change leaders, organizational culture, ethics)</li><li>Organize training on D&I, wellbeing and work ethics (part of \"S\" and \"G\" standards)</li><li>Include ESG in onboarding of new employees</li><li>Record and report the number of ESG/D&I training hours (for ESG report)</li><li>Collect feedback after training and update programs</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:list -->\r\n<ul><li><strong>ESG culture</strong></li><li>Define and communicate ESG values in the organization (e.g., in mission, code of ethics, onboarding)</li><li>Create feedback and participation mechanisms (e.g., anonymous surveys, working groups)</li><li>Introduce ESG storytelling - showcase good practices and employee successes</li><li>Incorporate ESG goals into cyclical assessments and development conversations</li><li>Encourage ESG initiatives from the bottom up by teams (e.g., volunteering, pro-environmental actions)</li><li>Support leaders as ESG ambassadors - give them tools, materials, space</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading -->\r\n<h2><a></a><a>LINK ESG TO EXISTING HR TOOLS</a></h2>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>Satisfaction, engagement and culture surveys</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What they are useful for:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Identifying weaknesses in ESG areas: D&I, wellbeing, feedback culture</li><li>Measuring the effects of ESG activities (e.g., after implementation of training, ERG, health promotion activities)</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What to measure in the context of ESG:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Do employees feel they are treated equally and fairly?</li><li>Do they know and understand the organization's ESG values?</li><li>Do they feel listened to and engaged?</li><li>How do they evaluate ESG communication and the role of leaders?</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>How to report:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Employee NPS indicators, eNPS, level of identification with company values, level of trust in leaders</li><li>Quantitative and qualitative data - quotes, number of responses, year-on-year trends</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>Exit interview</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What they are useful for:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Learning the real reasons for ESG-related departures (e.g., stress, lack of pay transparency, exclusion)</li><li>The rate of talent loss for cultural reasons</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>How to use in ESG:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Collect information about problems in the atmosphere, inequality, lack of development</li><li>Aggregate data and conclusions - not just individual comments</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>Periodic evaluations and development interviews</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What they are useful for:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Ability to add ESG goals to individual and team objectives</li><li>Monitoring ESG competencies of leaders and employees (e.g. ethics, diversity, collaboration, wellbeing)</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What to measure:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Does the employee support a culture of diversity and respect?</li><li>Does the leader incorporate wellbeing into team management?</li><li>Are ESG tasks assigned to roles being implemented?</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>Feedback / internal / informal</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What it is used for:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Reveals informal barriers (e.g., bullying, micro inequalities)</li><li>Shows employees' real-world perceptions of ESG values</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>How to weave ESG in:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Add questions about values, inclusion, collaboration, transparency</li><li>Analyze data from a gender, departmental, seniority perspective</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading {\"level\":3} -->\r\n<h3><a></a><a>Remuneration and bonus system</a></h3>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>What it is used for:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Motivates leaders and teams to support ESG goals</li><li>Supports pay transparency and fairness</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>How to connect with ESG:</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>Include ESG goals as part of bonus criteria</li><li>Link bonuses to D&I, wellbeing, retention results</li><li>Ensure disclosure of bonus and compensation rules</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:heading -->\r\n<h2><a></a><a>4. How do you get started with ESG in HR? (5 steps)</a></h2>\r\n<!-- /wp:heading -->\r\n\r\n<!-- wp:list {\"ordered\":true,\"type\":\"1\"} -->\r\n<ol type=\"1\"><li><strong>Start with an audit</strong> - what do you already have, what is missing?</li><li><strong>Choose priorities</strong> - e.g. wage gap, wellbeing, D&I.</li><li><strong>Set KPIs</strong> - e.g. % of women in leadership positions.</li><li><strong>Pilot</strong> - select one team, test e.g. pay transparency.</li><li><strong>Communicate and teach</strong> - engage leaders and regularly take stock of progress.</li></ol>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>5. Summary</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>ESG is not just a new legal obligation. It's a real change in how we manage people, culture and values. HR can be at the forefront of this change - as long as it starts now. If you'd like to learn how to implement ESG in HR step by step, come to <strong>Excellence in ESG™ Strategy and ESG for HR</strong> training. <a href=\"https://www.heuresis.pl/pl/szkolenia-i-certyfikacja/szkolenia-otwarte-z-zarzadzania-i-hr/excellence-esgcsm-strategia-i-0\">https://www.heuresis.pl/pl/szkolenia-i-certyfikacja/szkolenia-otwarte-z-zarzadzania-i-hr/excellence-esgcsm-strategia-i-0</a></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>FAQs on HR's role in ESG</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>1.<strong>What exactly is ESG and why is HR so important here?</strong><br>ESG (Environmental, Social, Governance) is a set of standards for assessing a company's environmental, social and corporate governance impacts. HR is specifically responsible for the \"S\" areas and the \"G\" part - diversity and inclusiveness, wellbeing, compensation transparency, ethics and labor law compliance. Therefore, the HR department has a key role in ESG reporting and implementation.</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>2. What ESG regulations should the HR department be aware of (VSME and ESRS)?</strong></p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li><strong>VSME</strong> - simplified ESG standard for smaller companies, voluntary but often required by business partners.</li><li><strong>ESRS</strong> - detailed ESG standards mandatory for large companies under the CSRD.<br>They differ in the scope of reporting: VSME gives general indicators (e.g., employment structure), while ESRS requires detailed data and HR policies.</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>3.<strong>What HR activities are most commonly reported under ESG?</strong><br>The most important include:</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>employment structure and diversity,</li><li>equal pay audit and pay transparency,</li><li>wellbeing and mental health,</li><li>eSG, ethics and D&I training,</li><li>whistleblowing mechanisms and feedback culture,</li><li>linking bonus policies to ESG goals.</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>4.<strong>Where to start implementing ESG in HR?</strong><br>It is best to approach the topic in stages:</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list {\"ordered\":true} -->\r\n<ol><li>Audit current practices,</li><li>Setting priorities (e.g., wage gap, wellbeing),</li><li>Establishing KPIs (e.g. % of women in management positions),</li><li>Piloting in a selected team,</li><li>Regular communication and education of leaders and employees.</li></ol>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>5.<strong>How to measure ESG effects in HR?</strong><br>HR can use:</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul><li>satisfaction and engagement surveys,</li><li>periodic evaluations and development interviews,</li><li>exit interview data,</li><li>absenteeism and turnover monitoring,</li><li>pay equity indicators.<br>This makes ESG in HR measurable and not just declarative.</li></ul>\r\n<!-- /wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>6.<strong>Is ESG in HR an obligation or an opportunity?</strong><br>It's both: for many companies, ESG reporting is a legal obligation (CSRD/ESRS), but for all, it can be a source of competitive advantage - it shows the maturity of the organization, attracts talent and reinforces a culture of responsibility</p>\r\n<!-- /wp:paragraph -->\r\n\r\n<!-- wp:html -->\r\n{\r\n  \"@context\": \"https://schema.org\",\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What exactly is ESG and why does HR matter so much here?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"ESG (Environmental, Social, Governance) is a set of standards for assessing a company's environmental, social and corporate governance impact. 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