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Making the Change Towards Corporate Social Responsibility in Your Organization

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Last Updated on June 18, 2020 / Employee Relations

Corporate Social Responsibility (CSR) is a broad term for self-regulating oneself in terms of ethical responsibility and compliance.  The term can refer to both internal and external activities that an organization can take part in to improve itself as well as the communities and environments in which it lives and works.  Strategic human resources leaders should take an active role in Corporate Social Responsibility by linking the identified corporate initiatives with bonus programs, development plans, retention, not to mention recruiting.  These identified initiatives can become measurable results for the entire organization.

Many organizations have taken the lead in these activities but some are slow to come to the table.  Human Resources can take an active role, even in organizations that aren’t willing to step up and fully commit to the initiative.  This can be done by either “selling the concept” to leaders or even simply implementing programs and activities that the HR department does have control over that support the Corporate Social Responsibility initiative.

The “sell” of these programs shouldn’t be a hard one but some organizations are still not interested in becoming committed to causes that they feel may not impact their bottom line.  What these leaders do not see is that becoming socially aware and responsible helps the company’s bottom line.  The impact on the organization’s public image and becoming an “employer of choice” because of these initiatives is immeasurable.  Employees involved in companies that support CSR initiatives are more highly engaged and in many instances are retained longer.  Even more evident are examples of the impact of “failed” Corporate Social Responsibilities.  Think BP Oil and even more recent, Volkswagen.  The price of these perceived “fails” in Corporate Social Responsibility can be very costly.

Even if you can’t make the “sell” and your company is not ready for a formal roll out of such a program, Human Resources can begin the steps in implementing policy and practices that support Corporate Social Responsibility.  Things that could be done include:

  • Creating a company culture that focuses on CSR. From job advertisements, to interviews, to time off practices, to reward programs…HR can drive a culture that focuses on social and environmental behaviors and rewards employees for those behaviors.
  • Revising your organization’s code of conduct to include statements about commitment to socially responsible behaviors and environmental care and focus.
  • Taking swift and appropriate action regarding employee behaviors that are not supportive of the CSR commitment. This can include discipline and even termination in extreme situations where there are clearly identified behaviors are not in support of ethically and socially responsible behaviors.
  • Assuring your organization is adhering to environmental regulations and standards including safety and health initiatives. Be ahead of the curve with programs that are coming that encourage socially responsible and environmentally friendly activities.
  • Creating time off and volunteer programs that support the idea of CSR. Provide employees with the flexibility to support local causes and support the initiatives, even of their own choice, that benefit the community or cause of their interest.
  • Motivating, rewarding, and incenting employees for CSR behaviors that are demonstrated inside and outside of the organization.
  • Working with other departments to assure Corporate Social Responsibility. This could include, for example, working with purchasing to assure vendors and suppliers are socially responsible, paying a living wage, treating workers and the environment appropriately, etc.

Regardless of Human Resources’ role in your organization, if you take the commitment to Corporate Social Responsibility seriously, you can make a difference that will begin to resonate with your entire organization.  Small changes can lead to an organization that hopefully will take Corporate Social Responsibility seriously creating real and meaningful change in the organization, your community, and in the environment.

Thank you to Patti Dunham, MA, MBA, SPHR, SHRM-SCP for writing this article. Patti, our Director of HR Solutions, brings more than 20 years of experience providing HR expertise – learn more about Patti.  If you have any questions or would like to share your comments or success stories, you can contact her at Patti@strategicHRinc.com.