Sustainability training helps your employees understand your policies, recognize risks such as corruption or forced labor, and know what to do when they see a problem. A policy only works when the people who need to follow it know what it says.
This article explains how to plan regular training on sustainability topics: who should get it, what to cover, how often, and how to keep records. It includes an example of a yearly training plan.
⚡️ Quick summary
Train all employees on the basics, and give roles with higher risk, e.g. purchasing, HR, and site managers, more detailed training.
Cover your policies, the risks in your business, and how to raise a concern through your grievance mechanism.
Make it regular: at onboarding, once a year as a refresher, and when a policy or a risk changes.
Keep records of who was trained, when, and on what, so you can show it.
Many assessments ask about training, e.g. the Baseline assessment asks about training on environmental, social, health and safety, and corruption topics.
Why stakeholders ask about training
Stakeholders ask about training because it shows that your policies are put into practice, not only written down. The Baseline assessment asks whether your company provides regular training and guidelines on environmental topics, social topics including human rights, health and safety, and corruption and bribery.
The word "regular" matters in these questions. One training session years ago is usually not enough.
Plan your training step by step
Planning sustainability training takes 4 steps. You can build on training you already have, e.g. onboarding or health and safety training.
1. Decide who needs which training
Everyone needs to know the basics, but some roles need more. A common split is:
All employees: your code of conduct and policies, and how to raise a concern
Purchasing and supplier contacts: supplier risks, your Supplier Code of Conduct, and what to do when a supplier breaks it
HR and recruitment: non-discrimination, fair wages, working hours, and responsible recruitment
Site managers and supervisors: health and safety, and the rights of workers on site
Sales, finance, and management: corruption and bribery, gifts and hospitality, and conflicts of interest
Employees who handle data: information security and data protection
2. Choose the topics
Base the topics on your policies and on the risks you found in your risk assessment. For each topic, cover:
What the risk is, with examples relevant to your business
What your policy says and what is expected of the employee
How to recognize warning signs, e.g. a worker who does not hold their own passport
How to raise a concern, and that there is no retaliation
3. Choose the format and frequency
Training does not have to be a long course. Choose formats that fit your employees, e.g.:
An e-learning module with a short test
A workshop or a presentation in a team meeting
A short safety talk at the start of a shift
Written guidelines or a short video, for simple topics
Make training regular. A common rhythm is training at onboarding, a refresher once a year, and extra training when a policy, a law, or a risk changes. Give training in a language and format that employees understand.
4. Keep records and follow up
Record who was trained, on which topic, and when. Records show your stakeholders that training is regular, and they help you find employees who missed it. Track the share of employees who completed each training, and ask for feedback to improve it.
Example: a yearly training plan
This example shows a yearly training plan for a manufacturing company with 200 employees. Adapt the roles, topics, and timing to your own company.
Who | Topic | Format | When |
All employees | Code of conduct, policies, and how to raise a concern | E-learning with a short test | At onboarding and once a year |
All employees on site | Health and safety | Workshop and safety talks | At onboarding, once a year, and when risks change |
Purchasing team | Supplier risks and the Supplier Code of Conduct | Workshop | Once a year |
HR team | Non-discrimination and responsible recruitment | Workshop | Once a year |
Sales and finance | Anti-corruption, gifts, and hospitality | E-learning | Once a year |
Employees who handle data | Information security and data protection | E-learning | Once a year |
Frequently asked questions
What counts as regular training?
Regular training means training that is repeated, not given only once. Most companies train at onboarding, give a refresher once a year, and add training when a policy or a risk changes. Whatever rhythm you choose, write it down and keep records, so you can show that you follow it.
Do we need to train our suppliers too?
You do not have to train your suppliers, but it can help when they are in high-risk sectors. Some companies share their training material with suppliers, invite them to workshops, or join industry programs that train suppliers. Check what your stakeholders expect, e.g. in their Supplier Code of Conduct.
Does information count as training?
Information can count as training for simple topics. Several topic assessments ask about "training or information", e.g. a guideline, a short video, or an article on the intranet. For topics with higher risk, such as corruption or health and safety, an interactive format with a test or discussion works better.
Does following this guide make our company compliant with the law?
No, following this guide does not by itself make your company compliant with any law. Some laws require specific training, e.g. health and safety training in most EU countries. This guide is for inspiration and general guidance only, so check the legal requirements in the countries where you operate.