ESG training built for HR teams.
Workforce data usually lives in three different systems before anyone tries to report on it: payroll counts one way, contracts another, attendance a third. It teaches your team to define that data once, consistently, the way regulators and auditors expect to see it.
"The turnover number in the HR system rarely matches the one that ends up in the sustainability report."
Workforce disclosure has its own reporting expectations now, and “close enough” doesn’t survive an assurance review.
Practical ESG skills for the job this team already does.
Skips the generic HR or DEI course. Works from the data HR already owns.
One consistent definition
How to define workforce metrics once, so payroll, contracts and attendance stop disagreeing with each other.
Evidence that survives assurance
Documenting workforce data the way an auditor actually asks for it, not just the way HR has always kept it.
Reading the disclosure backwards
Understanding what a workforce disclosure actually requires, so HR isn’t guessing at what “good” looks like.
Core labour principles in practice
Applying core labour standards to the decisions HR makes day to day.
Before you start.
No. HR keeps tracking headcount, turnover and contracts exactly as before. This adds a consistent way to define and document that same data, nothing more.
No. It doesn’t touch your systems. It teaches your team to define and document what’s already being tracked, consistently, across the systems you already use.
Most ESG courses teach the standards first and leave HR to translate them. This one reverses that: it starts with the numbers HR already tracks, and shows exactly where the reporting requirement touches them.
HR managers and workforce data owners responsible for the numbers that feed into sustainability and workforce reporting.
Give HR one consistent way to document the numbers that matter.
Part of Cascade's self-paced training platform, built department by department.