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
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