Corporate Social Responsibility and Human Resource Management Checklist

The following 10 Steps are taken from a companion document, "The Role of Human Resource Management in Corporate Social Responsibility: Issue Brief and Roadmap".  The steps are a set of actions a human resource manager can pursue to integrate CSR into the way the firm conducts its business while generating social and environmental value.

Step 1:  Vision, mission, values and strategy

• Initiate or support the development/upgrade of a vision, mission and values framework to incorporate CSR
• Involve employees (and other stakeholders) in the development of mission, vision, values framework
• Support the development of the CSR strategy; champion or drive if necessary

Step 2:  Codes of conduct

• Embed CSR into the Employee Code of Conduct

Step 3:  Workforce planning and recruitment

• Evaluate the need for CSR / Sustainability skill sets in your future workforce
• Identify key CSR competencies and gaps
• Incorporate CSR into the employer brand and the employee value proposition
• Incorporate CSR into recruitment programs
• Include CSR questions in recruitment interviews, the offer letter and early employee contact

Step 4:  Orientation, training and competency development

• Incorporate into the orientation and probationary review process
• Provide regular job specific and general CSR training 
• Incorporate a CSR dimension into career pathing and succession planning programs

Step 5:  Compensation and performance management

• Integrate CSR into job descriptions, annual performance plans and team goals
• Incorporate CSR into the formal and informal reward system
• Support business units in developing performance evaluation systems that foster CSR behaviour
• Integrate CSR into the annual performance review
• Incorporate CSR into exit interviews

Step 6:  Change management and corporate culture

• Align organizational change management programs with CSR values and principles
• Segment your workforce by state of change readiness and tailor change activities accordingly

Step 7:  Employee involvement and participation

• Involve employees in the development of the vision, mission, values and CSR strategy
• Foster CSR employee awareness and action through events and CSR champions teams
• Support employees and their families in learning about and taking action on their social and environmental concerns at work, home and in their communities

Step 8:  CSR policy and program development

• Develop CSR policies and programs in HR mandate, e.g. wellness, carbon footprint, employee volunteering, etc.
• Foster personal sustainability among employees
• Require HR suppliers to demonstrate CSR commitment and progress

Step 9:  Employee communications

• Communicate your CSR objectives, plans and progress to your employees
• Raise awareness of CSR through regular employee communications

Step 10:  Measurement, reporting and celebrating success

• Incorporate CSR measures into employee engagement surveys
• Measure and report on progress toward CSR integration goals
• Celebrate small wins and major milestones