Webinar Wrap-Up: Your Questions Answered

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multiple hands overlapping for csrOur last webinar highlighted the importance of Using Corporate Responsibility as a Recruiting and Retention Tool. As with many great webinars, the presentation was followed by thought provoking questions from participants.

It seems that our panelists never have enough time to address every inquiry during the live webinar. Rather than let the discourse fade, our panelists selected eight questions they couldn’t leave unanswered.

Questions include:

  • What is the relationship between CSR and Employee Value Proposition?
  • How would you recommend encouraging a CSR strategy buy-in from company executives?
  • We do internal collections (toys, gifts, food), but can’t figure out how to get out into the community. Any suggestions?

Keep reading for practical answers to questions about the strategic and functional implementation of corporate responsibility.

  1. Jana S: What is the relationship between CSR and Employee Value Proposition?

Rich: Our CSR approach is a component of what makes us a great place to work and thus a part of our EVP. Our mission is to encourage all of our employees to volunteer in the community. We reward them with a paid day off each year to reach out to the community and get involved. Our company achieves enhanced EVP by allowing our employees the freedom to engage in activities that interest them in an environment free of work related stress and pressures.

  1. Carrie W: What is the best response to executives worried about accidents during events & liability from CSR initiatives?

 Tyra: The same accident preparedness procedures that apply during other working events would apply in this case. If your executive team is concerned with liability during CSR initiatives, restrict company sponsored events to reputable organizations with sites that carry insurance.

  1. Linda P: With all of your global offices and all these various events going on, how do you keep up with the activities and results? Is there a database that is populated by the regional offices or other collection method?

Rich: While we encourage our teams to participate in the community, not every activity is tracked. Our employees and offices recognize each other’s accomplishments via internal blogging, intranets, and recognition software. We find that this helps make our company a great place to work, encourages a positive working environment, and builds company culture. From a reporting perspective, we track very few initiatives on a global scale. We’ve found it important that locally, we have “ambassadors” who garner support and participation. We value the participation of our employees over the actual reporting and tracking of this information. The information that is tracked is done through our annual CSR report. We predetermine initiatives that are important to track and the metrics we’ll use to track them, and then we designate a regional representative responsible for that reporting. The rest is a matter of diligence and project management.

  1. Linda G: Would a company pay for a service day?

Rich: I think this is determined on a case by case basis, and different companies will have different policies. The majority of large corporations that offer a service day will pay for it, but the frequency of days per year will vary. Here at Adecco NA we do offer a PTO day for all of our employees once a year and we offer a service opportunity each quarter to use that day.

  1. Patricia S: We do internal collections (toys, gifts, food), but can’t figure out how to get out into the community. Any suggestions?

Francesca: There are lots of ways to find out what local collections are already happening in your community. Doing a quick Google search for well-known charities such as Goodwill or the Salvation Army, a local Boys & Girls club for toys/gifts, churches/places of worship, schools and libraries could point you in the right direction of where to start. You can find charities around your work place that are always in need of help. Many organizations work with soup kitchens, orphanages, group homes, rehabilitation centers, nursing homes and much more. If you are aiming for a larger organization, contact Wounded Warriors, Toys for Tots, Susan G. Komen, and other national charities that likely have a local branch in your area.

  1. Kate M: How would you recommend encouraging a CSR strategy buy-in from company executives?

Rich: As discussed in the webinar, it’s important to have executive buy-in when preparing your CSR strategy. Executives need to set a positive example to their employees – both individually and as a company. A good way to get them involved is to put together a committee, similar to our Go for Great committee. In the committee, we include people from across the organization (from executives to entry-level) and meet to discuss how to make our company a great place to work. From this, we also determine what CSR strategies to focus on in the upcoming months and year. In this way, you have buy-in from all organizational levels and executives are able to see what their employees want. This allows the opportunity for executives to analyze important CSR initiatives not only for the company, but also for the employees.

  1. Sonia B: How does CSR work for large publicly traded companies? I feel like it takes so long for culture to shift, especially when we are so financially driven.

Rich: You have to think about CSR from an outside perspective looking into your company, and realize that your customers, your employees, and the general public care about your CSR more than you think. For a large publicly traded corporation a bad reputation can mean destruction when it comes to social responsibility. If you want to shift the culture, why not take a financial approach. It’s easy implement a CSR strategy once it’s created, and in turn it could possibly generate profits. The better the reputation of your company, the more people will want to buy what the company is selling, your employees will be proud to work for a company that cares and the public will applaud your efforts. So you may be right that it will take a long time to shift, but the benefits of CSR will impact large publically traded companies in a positive way.

  1. Lee B: How would a CSR strategy work if 90% of your employees work remotely at client sites?

Francesca: You can always implement a coordinated, centralized event in a common area that would be accessible to your employees. Having team members on-site is also a great way to share the CSR plan with various clients. A strategy that might work is maybe a once a month visit to a local youth organization to read to students or assist them with their homework. You could set up something where employees leave work a bit earlier and take the time to give back in that way. You could also coordinate a larger scale, once a year event that could encompass all of your remote employees and bring them together for a huge community outreach. This is also a great opportunity to use social media to engage employees. If you have a company page, reward your employees for posting pictures and/or videos of their engagement in activities and events that make their community a better place.

Want to learn more about how to instill CSR across your entire workforce and improve your recruiting, retention and bottom line in the coming year? Gain valuable insight now by watching the full webinar – or by looking through some of the slides for main points that will translate well for your company. Click here to view it now.

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