Social aspects

The social aspects of ESG encompass a company's relations with its employees, customers, suppliers and the local community, and all its policies and actions that affect individuals and society. Managing these aspects effectively means not only complying with labour law, human rights and social norms, but also exerting a positive influence on the entire environment in which it operates. Being perceived as socially responsible translates into increased trust from customers, investors and other stakeholders, for whom it is increasingly important how organisations manage diversity, social inclusion and value chain relationships.

The CSRD and social factors

According to the CSRD, the data to be disclosed in the ESG report includes information on equal treatment and equal opportunities within the organisation, including gender equality and equal pay, measures to prevent violence and harassment in the workplace, and diversity. They also cover working conditions, such as job security, working time, adequate remuneration, social dialogue, freedom of association and health and safety at work, as well as respect for human and labour rights.

Shaping a sustainable organisational culture based on ESG values is essential not only due to legal requirements, but also to build a positive corporate image in the eyes of clients, investors, business partners and employees. This is why at DZP we support clients subject to ESG reporting obligations and entities which voluntarily decide to take this step and wish to prepare appropriate processes and procedures as early as possible.

Social aspects of ESG

We take a holistic approach to the social area of ESG, regardless of whether our client wishes to ensure diversity in the team, establish appropriate pay ratios, create health and safety at work protocols or strengthen relationships with suppliers and the local community.

Our services include:

• audits, including in books analyses, i.e. a review of existing documents in the area of labour law, and in action analyses in the form of interviews with management and staff to identify needs in the social area,
• identifying areas requiring further action and adapting internal procedures and regulations to ESG requirements,
• preparing and giving opinions on documents such as contracts and policies, from an ESG and sustainability perspective,
• supporting communication within the organisation by creating messages on D&I initiatives, ESG reports and publications related to corporate responsibility,
• anti-mobbing and anti-discrimination training for staff and management,
• building whistleblower protection systems and conducting investigations,
• in cooperation with experienced HR managers, running training and coaching sessions to provide support to HR departments in building a transparent, diverse and inclusive organisation.

Team:

Agata Mierzwa | Bogusław Kapłon