How Employee Assistance Programs (EAP) Help Companies Become Socially Sustainable
Under a new European Union directive, large companies are required to provide increasingly comprehensive sustainability reporting. While the focus here has been heavily on environmental and governance issues in recent years, social sustainability is now also receiving significant attention. Regardless of legal requirements, an increasing number of companies of all sizes are voluntarily setting social sustainability goals. According to the German Start-up Association’s 2022 report, 40 percent of all new startups in Germany consider themselves to be focused on the common good—and thus even more so than socially sustainable. Socially sustainable and public-interest-oriented companies focus not only on economic results but also specifically on people and their well-being. Employee Assistance Programs (EAP) can be a key component for companies seeking to become socially sustainable.
What exactly does the much-cited term “social sustainability” actually mean ? There is still no universally accepted definition. According to a simple interpretation, social sustainability means that people can live well in the long term. For companies, this means making people’s well-being a priority. This applies to our own employees as well as to all stakeholders and, ultimately, to society. The Federal Agency for Civic Education defines an organization as socially sustainable if it is focused both on people and on ensuring its own continued existence.
According to the well-known “Triple Bottom Line” model, sustainability is divided into three areas: the protection and conservation of nature and the environment; responsible business practices; and the promotion of social development and human well-being. Social sustainability is therefore one of three equally important pillars that are all interconnected. Sustainable companies give equal consideration to all three aspects.
The United Nations Sustainable Development Goals as a Compass
But what does this mean, exactly? What criteria can companies use to measure their progress toward becoming an environmentally responsible, people-centered organization dedicated to the common good? The United Nations’ 17 Sustainable Development Goals provide a suitable framework for this. These were formulated following the Conference on Sustainable Development in Rio de Janeiro. On January 1, 2016, the 17 SDGs (short for “Sustainable Development Goals”) came into effect.
Here are all 17 of the United Nations’ SDGs in brief:
1. End poverty in all its forms everywhere
2. No Hunger, Better Nutrition, and Sustainable Agriculture
3. Health and well-being for all people of all ages
4. Inclusive, equitable, high-quality education and lifelong learning
5. Gender Equality
6. Clean Water and Sanitary Facilities
7. Affordable and Clean Energy for All
8. Decent Work, Sustainable Economic Growth, and Full Employment
9. Resilient Industry and Infrastructure, and “Green” Innovations
10. Reducing Inequalities Within and Between Countries
11. Sustainable Cities and Communities
12. Sustainable Production and Consumption
13. Climate Protection Measures
14. Conservation and Sustainable Use of the Oceans
15. Protect and restore terrestrial ecosystems and promote their sustainable use
16. Peace, Justice, Strong Institutions, and Inclusive Societies
17. Partnerships to Achieve the Stated Goals
Not all 17 SDGs apply to every company. Some goals are more relevant to specific industries, such as agriculture or energy. However, virtually every company can make a substantial contribution to achieving most sustainability goals through its organizational structure, culture, and business practices.
How EAP Contributes to the United Nations’ SDGs
The United Nations ranks health and well-being for all people as the third Sustainable Development Goal (SDG 3). In this area in particular , Employee Assistance Programs (EAPs)offer companies a concrete way to achieve their sustainability goals. An EAP consistently provides employees with resources that make their lives easier and empower them to cope with difficult situations.
Typical services offered through an EAP, for example, help employees balance work and parenting, provide support in the event of a sudden need for family care, or offer low-threshold assistance when conflicts arise in the workplace. People also receive quick and straightforward help through the EAP when dealing with addiction issues, the grieving process, or excessive debt —not only the employees themselves, but also their family members and loved ones.
An EAP also applies to gender equality (SDG 5). If childcare and elder care are well provided for, women no longer have to sacrifice their career advancement. At the same time, this enables continuous employment, which helps prevent poverty among older women (SDG 1). EAP service providers often assist companies with projects and initiatives aimed at the full integration of people with refugee backgrounds or the advancement of equality for members of the LGBT community. This contributes to reducing social inequalities (SDG 10) and to inclusive and equitable societies (SDG 16).
EAP Services and Their Impact on Social Sustainability
When viewed in their entirety, Employee Assistance Programs help a company take a major step forward on the path to becoming a socially sustainable organization. At the same time, they make a valuable contribution to sustainable development for society as a whole.
Here are a few more examples of EAP initiatives and their impact in terms of social sustainability:
· Tailored childcare arrangements, including emergency care and activities during school breaks: EAP provides parents with comprehensive support. Stress is reduced, and children grow up in a harmonious environment that meets their needs.
· Finding suitable solutions for home care: Millions of individuals in Germany care for family members and loved ones who need care. About two-thirds of them are employed. EAPs help people balance caregiving and work. This benefits society as a whole.
· Low-threshold services for life crises and mental health challenges: Life situation coaching helps people in crisis quickly regain their balance. Here, too, EAPs help maintain people’s mental health and well-being.
· Household-related services: Help with housekeeping, grocery shopping, yard work, or pet care provides tangible relief—especially in difficult life situations, such as when a partner or child is seriously ill.
Social sustainability, however, is not limited to individual measures. Sustainability is also a mindset.
Think long-term and reap even greater rewards in the end
A conscious and consistent focus on social sustainability is gradually bringing about a cultural shift in many companies, one that is having an impact on many levels. It’s about how we treat people. Striving for social sustainability can sometimes mean foregoing short-term benefits or profits in order to reap even greater rewards in the long run and become a more resilient organization. Efforts to promote gender equality, for example, also help foster more female leadership talent. Including people with refugee backgrounds can be challenging in the short term, but it ensures a supply of skilled workers in the long term. The well-being of employees is one of the best investments in the future.
Conclusion
Large organizations are now increasingly having to address social sustainability, while many companies of all sizes are already voluntarily making it a priority. Social sustainability is part of a strategic focus on the long term. It places greater emphasis on human well-being in economic activity. Ultimately, everyone benefits from this: employees and their families, businesses, and society as a whole. Employee Assistance Programs are an excellent way to put social sustainability into practice. Not just to shine in sustainability reporting. But above all, to nurture the company’s most valuable resource and the key to its success: its people. Employees who feel supported and comfortable are much more likely to stay with the company. It’s a cycle of giving and receiving
