ESG
Effective Strategy
The "S" in ESG
“Social” (S) is an important part of ESG reporting. Human capital management requires an integrated approach to employee wellbeing.
Helping Hand offers companies a proprietary solution for developing an S-scope strategy within ESG, based on the human capital value model.
“Social” (S) is an important part of ESG reporting. Human capital management requires an integrated approach to employee wellbeing.
Helping Hand offers companies a proprietary solution for developing an S-scope strategy within ESG, based on the human capital value model.
What is ESG?
ESG (Environmental, Social, Governance) refers to non-financial factors related to social, environmental, and governance aspects that are considered in a company’s operations.
ESG (Environmental, Social, Governance) refers to non-financial factors related to social, environmental, and governance aspects that are considered in a company’s operations.
An important element of the “Social” (S) pillar in ESG is human capital management. This includes aspects such as employee well-being, equality, diversity, inclusion, and operational excellence
An important element of the “Social” (S) pillar in ESG is human capital management. This includes aspects such as employee well-being, equality, diversity, inclusion, and operational excellence
Helping Hand supports companies in the analysis and development of non-financial reporting in the "Social" (S) and "Governance" (G) areas, based on the required criteria
This is approximately how many companies will be subject to ESG reporting obligations in Poland by 2026. Currently, there are 150 companies
Out of these 3,500 companies, 90% have not yet addressed ESG reporting and need to prepare
Of respondents believe that
ESG has an innovative
function, allowing companies
to increase their
competitiveness in the
marketplace
Of respondents in 2019
indicated that the “Social” (S)
component is difficult to
measure and assess when
analyzing investments in
ESG
An integral part of the ESG
DEI
Diversity, Equality, and Inclusiveness (DEI) are key features of organizations that provide equal employment opportunities by recognizing and respecting individual differences.
Diversity, Equality, and Inclusiveness (DEI) are key features of organizations that provide equal employment opportunities by recognizing and respecting individual differences.
What does the implementation of DEI mean for an organisation?
- Increasing innovation and creativity
- Fostering a sense of co-responsibility for success
- Providing more opportunities for growth
- Reducing stress and improving employee wellbeing
- Attracting job candidates and retaining the best employees
- Reducing discrimination and mistreatment in the workplace
Support in reporting
Support in reporting
Effective strategy
Effective strategy
Well-check organization
Helping Hand offer
Helping Hand Offer As part of our cooperation, Helping Hand provides comprehensive support for reporting on implemented solutions. We deliver both qualitative and quantitative data, which can be used in the annual report.
The solutions we propose will positively impact:
- Employee Wellbeing
- Diversity, Equality and Inclusion (DEI) in the Company
- Employee Experience
- Customer Experience
- Engagement and job satisfaction
1
Wellcheck organizations
2
Develop and implement an effective wellbeing strategy
3
Measure the effects of the implemented strategy
4
Support in the preparation of reports in accordance with standards
1
Wellness Check for organizations
2
Develop and implement an effective wellbeing strategy
3
Measure the effects of the implemented strategy
4
Support in the preparation of reports in accordance with standards
Nearly 100% competitive advantage
A comparative study of the stock prices of companies listed in the S&P 500 Index revealed that companies with a strong record of enhancing employee health and well-being (i.e., a high ratio of implemented well-being programs) experienced a 235% increase in value. This contrasts with the 159% increase observed for the overall S&P 500 Index.
How does the implementation of the programme look like?
Diversity, Equality and Inlusion (DEI) are the characteristics of organization which provide equal oportunity for employment recognizing and respecting individual differences.
First week
- Consultation meeting
- Wellness check organization
Determine the current stage of the organization, review implemented activities, and identify needs.
Second week
- Selection and valuation of activities
- Recommendations
Choose training courses, workshops, and programs based on the company?s strategy and budget.
Third week
- Selection of metrics
- Implementation
Support in preparing indicators, reporting tools, and surveys. Establish and prepare company communications.
Once implemented
- Monitoring of quantitative and qualitative effects
Continuous Improvement Evaluate and enhance activities at each stage.
Why Helping Hand?
Investing in employee wellbeing (Wellbeing) is crucial for business success. Nurturing a psychologically safe work environment translates into productive teams and improves the company’s bottom line.
Helping Hand, a psychological support platform, operates within the Social area of ESG. We regularly organize workshops and webinars on diversity, inclusion, equality, and the prevention of psychological violence in the workplace. We emphasize the importance of inclusive language and psychological safety as key components of an inclusive culture.
We offer consultations for HR departments and managers, educate on ESG principles, and highlight the changes these principles bring to organizational strategy.
An interview with Professor Adam Bondar on the importance of ESG.
Conference
ESG: Human Capital - The Pillar of the Business of the Future
we organized the conference “ESG: Human Capital – The Pillar of the Business of the Future”with participation from top experts.
We discussed topics including:
- Building an effective ESG strategy with a focus on the Social (S) and Governance (G) aspects
- The impact of organizational practices on employee engagement and productivity
- How the work environment and flexible working hours affect employees Diversity, inclusion, and multigenerational workforces
- The crucial role of HR in developing the Social (S) component of ESG and leading the way
- Investor perspectives and the stock market.
They trusted us
Contact form
What is ESG?
ESG (Environmental, Social, Governance) are non-financial factors related to social responsibility that are taken into account in the company’s activities.
An important element of the S pillar in ESG is human capital management, the value of which consists of, among other things. employee wellbeing, equality, diversity and inclusion in the organization or operational excellence.
Helping Hand supports companies in the analysis and development of non-financial reporting in the “S” and “G” areas, respectively, based on the required criteria.
This is approximately how many companies will be subject to ESG reporting obligations in Poland by 2026. Currently there are 150 companies
Out of 3,500 companies have not dealt with the topic of ESG reporting before and need to get ready
Respondents believe that ESG has an innovative function, allowing the company to increase its competitiveness
in the marketplace
Of respondents in 2019, suggested that “S” is difficult to measure and rate when analysing invesments in ESG component.
DEI
Diversity, Equality and Inlusion (DEI) are the characteristics of organization which provide equal oportunity for employment recognizing and respecting individual differences.
What does the implementation of DEI mean for an organisation?
- Increasing innovation and creativity
- Creating a feeling of co-responsibility for success
- Providing more opportunities for growth
- Decrease of stress and improvement of employees wellbeing
- Attracting job candidates and retaining the best employees
- Reduction of discrimination and mistreatment in workspace
Helping Hand offer
As part of the cooperation, Helping Hand provides full support in reporting implemented solutions.
We report both qualitative and quantitative data. Our indicators can be used in the annual report.
The solution we propose will have a positive impact on:
- Employee Wellbeing
- Diversity, Equality and Inclusion (DEI) in the Company
- Employee Experience
- Customer Experience
- Engagement and job satisfaction
- Wellcheck organizations
- Develop and implement an effective wellbeing strategy
- Measure the effects of the implemented strategy
- Support in the preparation of reports in accordance with standards
Nearly 100% competitive advantage
A comparative study of the stock prices of companies represented in the S&P 500 Index showed that companies with a high record of improving the health and well-being of their employees (a high ratio of wellbeing programs implemented at the company) gained 235% in value compared to the overall 159% increase in the S&P 500 Index.
How does the implementation of the programme look like?
Diversity, Equality and Inlusion (DEI) are the characteristics of organization which provide equal oportunity for employment recognizing and respecting individual differences.
First week
- Consultation meeting
- Well-check organization
Determine what stage the organization is at, what activities have been implemented, and what the needs are.
Second week
- Selection and valuation of activities
- Recommendations
Selection of training courses, workshops, programs depending on the company’s strategy and budget.
Third week
- Selection of meters
- Implementation
Support in the preparation of indicators, reporting tools, surveys. Establish and prepare company communications.
Once implemented
- Monitoring of quantitative and qualitative effects
Improvement and additional activities at each stage.
Why Helping Hand?
Investing in employee wellbeing (Wellbeing) is crucial for business – nurturing a psychologically safe work atmosphere translates into productive teams, improving the company’s bottom line.
The activities of Helping Hand – psychological support platform – fall within the scope of the Social area. We regularly organize workshops and webinars on diversity, inclusion, equality, prevention of forms of psychological violence in companies. We focus on the importance of inclusive language and psychological security as elements of an inclusive culture.
We provide consultations for HR departments and managers, educate and create awareness of what ESG is and the changes it brings.
An interview with Professor Adam Bondar on the importance of ESG.
Conference
Conference ESG: kapitał ludzki filarem biznesu przyszłości
In March, we organized the conference "ESG:
human capital the pillar of business of the future" with the participation of top experts
We talked about:
- building an effective ESG strategy with an emphasis on 'S' and 'G' respectively
- the impact of the organisation on employees in terms of their engagement and productivity
- how the workplace and flexible working time affect people
- diversity&inclusion and multigenerationalism
why HR has a key role in building an "S" strategy in ESG and should lead the field - the perspective of investors and the stock market
They trusted us
Contact form
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