BGM meets ESG: Why health is a sustainability issue

Sustainability is no longer just an environmental issue. With the ESG strategy (Environmental, Social, Governance), companies increasingly have a responsibility to act not only ecologically, but also socially and ethically sustainably. One area that is often underestimated is coming into focus: the health of employees. Company health management (BGM) is becoming a key factor when it comes to meeting ESG criteria - and building a resilient, sustainable organisation in the long term.

What does ESG actually mean?

ESG stands for three central sustainability dimensions:

• E (Environment): Environmental and climate protection, resource conservation, CO₂ reduction.
• S (Social): Responsibility towards employees and society, fair working conditions, diversity, health and safety.
• G (Governance): Corporate governance, transparency, ethical behaviour, anti-corruption.

While environmental and governance aspects are already firmly established in many companies, the Social dimension increasingly coming to the fore. This is the key to why Health a key sustainability issue is.

The role of OHM within ESG

Company health management not only covers classic topics such as back pain or stress prevention, but also works on several levels:

• Physical health: Ergonomics, prevention of musculoskeletal disorders, occupational health and safety.
• Mental health: Promoting resilience, stress management, burnout prevention.
• Social sustainability: Participation, equal opportunities, healthy leadership.

OHM thus makes a significant contribution to the "S" component in ESG. Companies that take health seriously demonstrate Sense of responsibility and strengthen Trust, employees, investors and the general public.

ESR: Extended social responsibility

Whilst CSR (Corporate Social Responsibility) already relied on voluntary participation in recent years, the ESR - extended social responsibility - one step further: companies are no longer just a "nice to have" obligation, but are increasingly becoming legally and socially responsible. Health at work is no longer a private matter, but part of a sustainable corporate model.

One example: Mental health risk assessments are mandatory today. At the same time, skilled workers expect a corporate culture in which health, work-life balance and mental stability are actively promoted.

Sustainable OHM is an investment topic

Sustainability means, long-term to think. This also applies to OHM. Those who act preventively instead of just solving acute problems benefit twice over:

1. Economical: Less absenteeism, lower staff turnover, higher productivity.
2. Social: Healthier, happier employees who remain loyal to the company in the long term.

One example: programmes to prevent stress or promote resilience reduce the risk of burnout and thus reduce external costs due to sick leave or reintegration measures. This has a direct impact on the Return on prevention in.

OHM as the key to fulfilling the ESG criteria

Companies that Systematically anchoring OHM in the ESG contexthave several advantages:

1. They fulfil Legal requirements in the area of occupational safety and health promotion.
2. You score in the War for Talentsbecause healthy working conditions are a key decision criterion for skilled workers.
3. They strengthen their Reputation and Attractiveness for investors who are increasingly focussing on ESG indicators.
4. You can integrate BGM measures directly into the Sustainability reporting integrate.

The new EU directive: CSRD

With the Corporate Sustainability Reporting Directive (CSRD) companies have been obliged to report in detail on sustainability since 2024. This also includes social aspects - i.e. Health, safety and working conditions.

This means: BGM becomes measurable. Companies that act with foresight here can document and use their health programmes as proof of sustainable action.

How OHM contributes to sustainability management

Some concrete examples of how Health promotion measures contribute to the ESG context:

• Workplace design: Ergonomic workstations reduce health risks.
• Mental health: Digital tools such as the ISA Resilience Coach recognise stress at an early stage and promote recovery.
• Diversity & Inclusion: Health programmes for all employees - regardless of age, origin or form of employment.
• Prevention: Skin screenings for sales representatives, back programmes for warehouse staff, resilience training for knowledge workers.
• Transparency: Include health indicators (e.g. sickness rate, participation in prevention courses) in sustainability reporting.

Conclusion

Health is a sustainability issue. Companies that OHM as an integral part of ESG not only act responsibly, but also secure their future viability. With the new CSRD directive, the pressure is growing - but so is the opportunity to strategically place health at the centre.

Sustainable occupational health management is therefore not just a benefit for employees, but a Clear competitive advantage in the ESG age.