Trauma, HR & Sustainability Reporting: Closing the Gap

Why Trauma Belongs in ESG Reports

When companies think of sustainability, they often focus on carbon emissions, energy use, or supply chain practices. But the “S” in ESG — Social — is just as important. It reflects how organisations care for their people, build resilience, and prevent long-term harm.

One major topic is often missing: trauma in the workplace. This includes sudden accidents, aggression, bullying, or grief. Trauma doesn’t stay personal — it affects teams, leadership, and performance. Ignoring it can lead to burnout, absenteeism, higher insurance costs, and broken trust.

These are material issues and deserve a place in sustainability reporting.

HR’s Role: From Silence to Action

To include trauma in ESG reporting, HR needs more than empathy — it needs a practical approach.

That’s why we use Dr. Edith Shiro’s 5-phase model of post-traumatic growth, adapted for the workplace:

1. Awareness: Leaders recognise distress and create space for open talk.

2. Awakening: HR builds safe and supportive environments.

3. Becoming: Coaching and flexible roles help redefine identity and purpose.

4. Integration: Peer support and inclusion help rebuild trust.

5. Transformation: Recovered employees act as mentors or ambassadors.

This gives HR a simple roadmap to support people and integrate wellbeing into policy, leadership, and company culture.

The 8-Step Strategy: From Idea to Action

A model only works if it leads to real change. That’s where our 8-step strategy comes in. It helps embed trauma-informed leadership into HR, ESG, and sustainability reporting.

Key actions include:

• Review wellbeing data and absence trends.

• Define a trauma-informed mission aligned with ESG goals.

• Develop HR policies that support recovery.

• Train leaders in trauma-aware practices.

• Track progress with clear metrics and regular updates.

The result: a strategic wellbeing plan that improves both people and performance.

Why This Matters for ESG & CSRD

Under the CSRD and ESRS standards, organisations must report not just on the environment, but also on employee wellbeing and social impact.

Trauma-informed leadership supports:

• Lower absence and recruitment costs

• Better trust and employee retention

• Stronger ESG compliance and transparency

• A resilient and future-ready culture

Including trauma and wellbeing efforts in your reports shows leadership, care, and responsibility.

From Trauma to Sustainable Wellbeing

Sustainability is not only about the planet — it’s about people too. When organisations include trauma recovery and wellbeing in their strategy, they show how they turn silence into strength and care into growth.

This is how trauma support becomes visible, measurable, and meaningful — creating healthier people, stronger teams, and truly sustainable workplaces.

Ready to Take the Next Step?

✅ Download the free e-book: Download your free e-book
🌐 Visit the Sustainable Wellbeing Online Platform after Trauma— a safe digital space for recovery and growth