Sustainable Development Trends 2020: Bridging the Gap: Corporate Social Responsibility and Strategic Innovation

While progress has been made in support of the Sustainability Development goals (SDG’s), gaps ensue mitigating climate change’s disruptions on people’s live, migratory patterns and getting out of poverty. 

Earth’s climate is going through unprecedented changes in the history of modern civilization as a result of human behaviors. Without adaptation and mitigation strategies, substantial damages to the U.S. economy, environment, human health and well-being will continue to increase over the coming decades.  These include increasing greenhouse gas emissions, higher temperature extremes, heavy precipitation, flooding and wildfires. This is influencing the movement of humans, marine and wildlife species to find better places to live and survive in and outside of cities.

By 2050 there will be 9.7 billion people on the planet, half of them will be in water-stressed regions, requiring 50 percent more energy. 

While the CSR movement has raised the bar for companies to have ethical brands, products and services, considerable investments and collaboration across multiple industries, supply chains will be required for transformative change and disruption, transitioning to the corporate social innovation movement. 

 A recap of the realities we face:

Climate Change: Extreme weather events, reduction in worker productivity could cause major global economic losses unless greenhouse gas emissions are significantly reduced in the next few decades, according to a series of reports from the United Nations and global financial institutions and revealing that climate change signifies economic risk. In the U.S. alone, if greenhouse gas emissions are not significantly reduced the country could see a 10 percent cut in real income by 2100. 

STEM Education: Women are still considered a minority in the fields related to science and technology, both in education and professions. According to the UNESCO report Cracking the Code, only 35% of all students in STEM higher education around the world are women. According to Girls Who Code, less than 20 percent of computer science graduates are women. Today, only 24 percent of computer scientists are women, and by 2027, just 22 percent of women will be represented in the field.

Oceans: Nearly half of the ocean’s marine populations have declined over the last 45 years. About 13 million tones of plastic leak into our oceans every year, harming biodiversity, economies and health.  By 2050, there will be more plastic than fish if we keep producing (and failing to properly dispose of) plastics at predicted rates, plastics in the ocean will outweigh fish pound for pound in 2050, according to a report by theEllen MacArthur Foundationand World Economic Forum. 

Wildlife Species: In just 20 years African elephants could be gone.  Despite the ivory ban in 1989, elephants continue to be slaughtered with only half the number of elephants left. Approximately 100 African elephants are killed each day by poachers seeking ivory leaving 430,000 remaining. Elephants are a critical species as they create and maintain the ecosystems in which they live and for other plant and animal species to also survive.

Women and Girls: Gender inequality is a major cause and effect of hunger and poverty: it is estimated that 60 percent of chronically hungry people are women and girls (Source: WFP Gender Policy and Strategy). Women make up more than two-thirds of the world's 796 million illiterate people.

Reputation Dynamics: Predictions for 2020:

Impact Investing: Recent growth in impact investing has come from a surge in interest from millennials — investors born between the mid 1980s and the early 2000s.  The impact investing industry is estimated at USD 502 billion as of 2018. The growing impact investment market provides capital to address the world’s most pressing challenges in sectors such as sustainable agriculture, renewable energy, conservation, microfinance, affordable basic needs including housing, healthcare, and education. Several of the world’s biggest money managers have entered impact investing, including UBS Wealth Management and Goldman Sachs Asset Management. Non-profits such as the Ford Foundation and the Michael & Susan Dell Foundation have also made commitments.

Empower Consumers: Nearly two-thirds (63%) of surveyed global consumers prefer to purchase products and services from companies that stand for a purpose that reflects their own values and beliefs, and will avoid companies that don't, according to new Accenture research shared with Marketing Dive. Among consumers, 62% want companies to take a stand on the social, cultural, environmental and political issues that they care about the most.

Mission-related Investments: U.S. foundations are leading the way in MRI following the announcement just last year by the Ford Foundation that it will commit USD 1 billion of its 12 billion endowments to MRIs over the next ten years; this is the largest commitment of philanthropic endowment to impact investing. The Foundation will be focusing on investments in affordable housing in the U.S. and access to financial services in emerging markets.

Reset the CSI Framework: This entails devising the long-term strategic goals, a greater emphasis on research and development, human development, proper selection and alignment with NGO/civil society partners, measurements and mission-related investments.  

Gender-lens Investing: Gender lens, gender-focused investing is one of the fastest growing segments. Gender lens investing integrates gender-based factors into investment decisions with goals ranging from enhancing risk-adjusted returns to driving gender equality. The International Finance Corporation (IFC) estimates a $320 billion financing gap for female entrepreneurs in small and medium enterprises in developing countries alone. According to the World Economic Forum’smost recent Global Gender Gap Report, this trend could continue for years: at current rates of progress toward gender parity, the gender gap will close in 61 years in Western Europe, 70 years in South Asia, 171 years in East Asia and the Pacific and 165 years in North America

Conclusions: Mere checkbook philanthropy will not suffice

Bridging the gap between CSR and corporate social innovation will require a long-term sustainable approach. This entails enforcement throughout the organization, business units, supply chains, listening to and influencing customer behaviors including unlocking the power of human potential within the employee base. Businesses have the opportunity to leverage the diversity of their communities, philanthropic commitments and people they influence within their ecosystems. 

In turn, authentic brand and marketing campaigns can educate, advocate and empower the public at large to be part of addressing our pressing social and environmental challenges on a more united front, lifting people out of poverty and improving livelihoods. 

By: Samantha Taylor - Founder of Reputation Dynamics 

Since 2005, Reputation Dynamics (RD) has committed to addressing social, environmental and human justice issues. RD mobilizes corporations, NGOs/civil society and academia to devise share-valued approaches and develop inclusive partnerships.

I look forward to connecting with peers who are making the world a better place, advancing the Sustainable Development Goals. Please contact me at:  

sam@reputation-dynamics.com

Employee Engagement 2.0: Business and Social Purpose

              

Date: Thursday, December 12, 2013: 1.00 – 2.00 ET   Format: Webinar presented by Sam Taylor

The most successful organizations now must be driven by purpose as much as by profit. They also recognize that increasingly social purpose is becoming a critical component in terms of motivating, recruiting and retaining talent.

In this presentation, Sam Taylor, Founder and CEO of Reputation Dynamics, provides perspectives on how to align “Doing Good in Society” with business strategy, competitive edge and employee engagement. Topics covered include:

• Why companies with a social purpose perform better
• The role of social purpose in employee engagement
• Case studies of how to drive a company with social purpose
• Practical advice on how to seek out “do good” companies to work for, and more

This presentation is for any business leader who wants to gain insight into the far-reaching benefits of corporate social responsibility; for company Chief Talent Officers who care about retaining their best workers; and for any executive seeking a new opportunity with a company that has a strong social commitment.

We hope that you will be able to join us, for further information and to sign up, please visit – www.execunet.com

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Reputation Dynamics Charity: Give The Gift of Water: Samburu Trust

A community of up to 2,000 can benefit from a single waterhole, built by local labor for $25,000. Help us reach our $25,000 fund raising goal to construct one reservoir. We have raised $10,000 so far. Please Give Now: The Water Challenge Video Ol Malo Lodge www.olmalo.com Samburu trust www.samburutrust.org

On January 16, 2012 our group climbed Mt Kilimanjaro in Tanzania, the highest peak on the continent of Africa, and the tallest free standing mountain on earth to fundraise for a water reservoir for the Samburu people and wildlife in Northern Kenya. We then visited the Ol Malo project and founding director of the Samburu Trust, Julia Francombe, to learn more about her incredible work for the Samburu people who have been severely impacted by Kenya's drought. I invite you to read more about a nonprofit dedicated to working with the Samburu people to secure their land, its wildlife and shared future.

I was extremely fortunate to spend an impressionable part of my childhood growing up in Kenya, East Africa which continues to have a profound impact on my life, work and spiritual journey. At the age of 10, I remember staring at the magnificent ice cap of Kilimanjaro while on regular family safaris in the Amboselli Game Reserve and longing to climb it. It had a lot more snow then and, due to climate change, today its ice cap is forecast to disappear entirely within 20 years.

With the increasing spotlight on Africa for business and community development, I longed to return to Kenya despite fear and trepidation that my treasured memories would be shattered. I decided that it was important to go back with a social purpose which is how "Climb Kilimanjaro for Water" was created.

Along with fellow trip organizer Christine Barker, it was important to select a cause that was tangible and could have impact among a plethora of initiatives addressing social and humanitarian issues in Africa. We selected water as a priority concern.

My associate Dominique Callimanopulos at Elevate Destinations introduced us to Julia Francombe, daughter of Colin and Rocky Francombe, who own a private ranch called Ol Malo in the North Western region of Kenya. Julia created the Samburu Trust in 2000, in response to Kenya experiencing the worst drought in living memory which has impacted the health and livelihoods of the Samburu people.

The Samburu, quite distinct from the Masai, are semi-nomadic pastoralists who herd mainly cattle but also keep sheep, goats and camels. The name they use for themselves is Lokop or Loikop, a term that implies to them as "owners of the land" ("lo" refers to ownership, "nkop" is land). The Samburu move with their herds of cattle, sheep and goats in search of pasture and water.

After a fairly smooth flight from Nairobi to Liosaba we embarked on an extremely rocky and bumpy hour and a half road trip to Ol Malo.  We were greeted by Rocky Francombe and an absolutely breath taking view of Kenya's Northern Frontier District from the edge of a rugged escarpment where Ol Malo sits on the end of the Laipikia Plateau.

Built, owned and managed by Colin and Rocky Francombe, with the help of the Samburu people, Ol Malo is built out of natural local materials sculpted into a luxury lodge along the edge of a rocky hillside. Slated pathways wind down to four private rock and olive wood cottages. Every attention has been paid to detail, privacy and value of self reflection in the dreamy backdrop of the African plains. About 20 or so elephant were taking water from a reservoir in the distance while the adopted family pet Kudu strolled in to join us for our buffet lunch.

While Julia was in transit from Nanyuki, Colin had arranged for us to visit a local Samburu settlement known as a manyatta. A manyatta may consist of only one family, a man and his wife/wives. Each woman has her own house, which she builds with the help of other women out of local materials, such as sticks, mud and cow dung. Large ritual settlements, known as lorora, may consist of 20 or more families. Settlements comprise housing two or three families, with 5-6 houses built in a circle with an open space in the middle. The circle is surrounded by an acacia thorn bush fence and the center of the village keeps animal pens safe from predators.

They are people both proud and protective of their culture and the ancestral lands to which it binds them. Their settlements are positioned in areas of beauty, while they also give great attention to their physical appearance, color and adornment.The Samburu, wearing Shukkas wrapped around their waists, arrange their hair into elaborate plaits and wear hand crafted beaded jewelry which is produced by the women.

We were in for a treat as the male Samburu warriors performed their traditional dance with considerable vertical leaps, encouraged by the cries of other warriors, while the young Samburu women watched from the side lines joining in with their rhythmic chanting as appropriate. The chants and dances signify the blessing of cattle, preparation for war and victory in a hunt.

When I was living in Kenya, it was very difficult and oftentimes not allowed to take pictures or video of the Masai or Samburu. We were careful to ask permission and they were absolutely fascinated by the cameras often giggling at pictures of themselves and actually encouraging us to take more.

We were invited inside into a dark and smoky manyatta and sat next to a fire, while our guide Luya explained the process for preparing a staple diet of milk and blood which was being mixed in a gourd by one of the Samburu wives.  Curious children would pop in bringing more sticks for the fire and reach out to hold our hands, accompanied by chickens.

Sitting in the warmth of the fire of the Francombe's intimate living room, Julia arrived with her daughter and dogs, Cindy and Foxy right behind her.  A courageous, fearless leader and visionary, it is of course no co-incidence that Julia climbed Kilimanjaro at the age of 14 and spent the nights in caves.

Julia and her family have developed a remarkable charity, the Samburu Trust, working in an area of approximately 1 million acres whose path follows the migratory people and wildlife within the Waso ecosystem, representing a troubled community of 26,400 people with considerable issues to address.

The 2000 drought resulted in the Samburu people of Northern Kenya losing 80% of their livestock. As herds recovered, they were hit by successive droughts in 2006 and 2009. Changing weather patterns, over-saturation of livestock and land mismanagement have triggered repeated emergencies of food security, poverty and tribal conflict.

Woken by a most dazzling sun rise and three rare Stone Partridge birds on the window sill, Julia took us on a tour to show us the priority project areas, reservoirs and school settlements. Little did we know that we would be put to a water challenge later on in the day.

As we drove into the trust area, several Samburu women were sitting around the property making jewelry out of the beadwork - another business set up under the Samburu Trust. Ol Malo designs produces beadwork that supports the Samburu directly.

Today, the trust runs several programs including educating children through a network of nomadic schools, eradicating trachoma, improving general health, protecting wildlife and providing sustainable water for the livestock, wildlife and people who are an integral part of the ecosystem.

Julia took us to the first ever location for a reservoir - Matasia.

"This was the first group of Samburu women I got to know, Cheeky Dermaris, Mama Biaso. I spent days with them at home and was shocked by the distance they had walked to get water. The women would walk 3-4 hours every two days to get unclean, polluted water," said Julia.

Julia took action and built the first reservoir - Matasia Reservoir - which has been a great success, providing water for more than 10,000 head of cattle during the drought. The water lasts for up to 3 months.

Julia's close association with the Samburu has enabled the Trust make a continuous and accurate assessment of theneeds of the people, its culture, wildlife and the environment through the creation of dedicated programs.  She has also been able to achieve this with the help of her Samburu Manager - Munytaki Liokitop.

"I have made some mistakes and tried to push projects. My vision is that the projects are designed by the Samburu for the Samburu - we work hand in hand with them. Our plan for 100 years and beyond our lifetime" said Julia.

We had the honor of being invited to have tea in her managers Manyatta, meet one of his wives, Kiliwas, who just had a baby girl and mingled with children who have trachoma. Julia is spending a lot of time providing education about trachoma and how to prevent it which continues to be a great challenge.

We were then escorted to another dam next to a water troff surrounded by cattle, where Christine and I were tasked with our water challenge - carrying water from the reservoir to the car and over a brick wall.  Despite our mountain fitness, it was a challenge to say the least.  After about 10 minutes, we could not carry the potable container any further and were humbled by how heavy a container of water was - 20 litres. It is Julia's goal to reduce the time carrying water from 3 hours to half an hour.

In addition to the reservoirs, Julia has created two schools, Ol Malo and Kalwalash, with two teachers per school where 50 children attend per school and plans to build more. These schools are very unique in that they are owned and run by the tribal elders - following the Kenyan curriculum - they also include song and dance, are earthy and organic.

"Our vision was to have a Naitengen - translated means an area where knowledge is passed - knowledge to read, knowledge of the land and water, the cattle, culture and wildlife in which the Samburu people live," said Julia.

On an early morning horseback ride, I got to see the children participate in a dance before start of school. These lucky children get to go to school and learn the value of water, including washing their hands and faces.

Julia had a little surprise for us at the the end of the day, she showed us the exact location for the new reservoir that we are fund raising for - to be built to the left of the big rock.

"New Site: Ol Donyo Lotim"

Julia has a very aggressive 10 year plan and many compelling programs to support her dream and vision. The provision of water is essential for success. There are plans to build 120 open water reservoirs over a ten year period, thereby providing clean water within a 30 minute walk of every Samburu homestead. Open water reservoirs are a sustainable water supply, preventing erosion and providing people, their livestock and wildlife access to safe, clean water.

Now that's an added incentive and satisfaction that my memories of Kenya were not shattered but sharpened by its beauty, cultural diversity and soul that has something to teach us all.

By Sam Taylor

sam@reputation-dynamics.com

212 979 6092

Embracing the Power of Women on the Front Lines of Community Change

As the ‘War for Talent’ continues, women are being increasingly recognized and actively participating in building stronger economies, more stable societies and achieving goals for economic development around the world. Women perform 66 percent of the world’s work, and produce 50 percent of the food, yet earn only 10 percent of the income and own 1 percent of the property.

Today, empowering women to take action is a critical component of corporate social responsibility (CSR) and community development initiatives.  Through CSR, organizations are mobilizing women to fulfill their potential by reducing poverty, fighting social justice and driving economic growth. They are providing women with access to healthcare, job training, technology advancement and education while boosting their confidence and encouraging them to make social change.

According to World Bank statistics, 53 million more people could fall into $2 a day in poverty as a result of the global economic slump – or up to 100 million more people according to the UN Millennium Campaign.

Top line Trends on Women:

• Women are increasingly becoming advocates and addressing key issues such as poverty, the environment, healthcare, education and arts/culture
• Women are playing a prominent role in their households and communities when it comes to philanthropy
• Women in the U.S. give an average 3.5% of their wealth to charity
• The volunteer rate of women was 30.1 percent in 2009 – Source: Bureau of Labor Statistics
• Taking a leadership position determining the future and value of charitable giving for the next generation – creating family charitable legacy

Snap shot on key issues women are addressing....

Zimbabwe         - Empowering Girls

Kenya                  - Accessing water

Cambodia          - Thwarting sex traffickers

India                    - Taking schools to children

USA                       - Creating leaders

Paradigm Shift: Women CSR Champions:  This, in turn, is effecting a major shift forcing culture change, transformation of organizations, community and workplace development programs.  Our leadership is continuing to be defined by innovative approaches that integrate sustainability into business operations, create a stronger workforce and build more impactful community development programs.

The following organizations’ are having a global impact on women by engaging in conscious commerce initiatives:

General Mills - Join My Village: Last fall, General Mills and CARE launched an initiative entitled ‘Join My Village,’ an innovative online community that is fighting poverty in Malawi through the empowerment of women and girls.  General Mills will donate up to $500,000 to increase economic and educational opportunities for women and girls in approximately 75 villages in Malawi, one of the poorest countries in Africa.  Through several activities such as telling a friend about Join My Village, or joining a village team – $1 will go to General Mills and will go to CARE’s poverty fighting programs in the Malawi villages.  Additionally, General Mills will match personal contributions dollar-for-dollar for up to $50 per donor, $15,000 per village or $150,000. Further information can be located at http://www.joinmyvillage.com/

Global Sister.org: A project of The Sisterhood is Global Institute (SIGI), is a global communications network and unique online social networking space, enabling women and organizations to collaborate, organize, and advance top-of-mind concerns such as violence against women, health and trafficking.  This is a virtual learning environment for women’s organizations to share and teach social organizing tools and techniques.  Further information can be located at http://www.globalsister.org/.

Unilever: Unilever has a number of programs that enable women to be progressively brought into the mainstream of economic activities to bolster development. The Fair & Lovely Foundation was set-up as a social initiative by Unilever Bangladesh Limited under its leading skin care brand Fair & Lovely. The mission of the Foundation is to "Encourage economic empowerment of Bangladeshi women through information and resources in the areas of Education, Career and Enterprise." The foundation provides scholarships that allow women to attend school and obtain degrees in fields such as engineering, commerce, science and medicine. Further information can be located at http://www.unilever.com.bd/sustainability/women-empowerment/FALfoundation.aspx.

The key is no longer ‘Why’ it is needed, but rather ‘How’ an organization is empowering women, developing and incorporating initiatives into core, everyday business and community development programs.

It is critical for an organization to treat and develop their own workforce well to be credible as they advocate for addressing pressing global concerns, impact and transparency of their programs.  Women’s career development programs are an important platform and link to CSR, as well as creating a global community of women citizens.  Through such programs, women are not only improving their economic potential but giving back to their communities through active participation and demonstrated impact.

And, they have the right and opportunity to earn more than 10 percent of the income and own 1 percent of the property.

Organizations have a timely opportunity to empower and galvanize a global grassroots level movement among women who are hungry to change pressing global concerns.

Sam Taylor

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POWER TO THE PEOPLE: Reflections from Diversity Best Practices: Global Best Practices Session 2010.

The recent Diversity Best Practices session, hosted by The New York Times, convened 300 corporate diversity and inclusion leaders followed by a joint report out with CEOs.  This interactive forum featured three core topics including  implementing global gender strategies, developing innovative solutions for engaging people with disabilities, along with utilizing CSR as a vehicle for maximizing diversity and inclusion results.  Corporations have significant opportunities to address some pressing issues and implications for conducting business in today’s marketplace including:

• How powerful social and economic change can be enabled when girls and women have the opportunity to participate in their society. Women perform 66 percent of the world’s work and produce 50 percent of the food, while earning 10 percent of the income and owning 1 percent of the property.
• Aligning Corporate Social Responsibility (CSR) as integral component of key business and talent strategies.
• Devising innovative strategies for people with disabilities.  There are 610 million individuals with disabilities worldwide and 386 million of working age with approximately 80% living in developing countries.

Following are some key takeaways and perspectives on the advantages of CSR, diversity and workforce inclusion.

Despite lay-offs and cost cutting, attracting and retaining talent remains top priority for global leaders in 2010.

A new study revealed that only 45% of Americans are satisfied with their work – even in an economy where some feel lucky just to be employed.  Job satisfaction in 2009 hit the lowest ever recorded by the Conference Board research group in the 22 years they have been studying US workers.

The new war for talent is creating greater consequences for corporations’ reputation management, enforcing culture change, transformation and reenergizing of their brands, particularly the employee brand.

Fellow CSR panelists included Peter Lamberta, Manager, Office of Global Diversity and Inclusion, Whirlpool Corporation and Orlando D. Ashford, Senior Vice President & Chief Human Resources Officer, Marsh and McLennan Companies (MMC).  Sharing perspectives about their initiatives and best practices for developing the employee value proposition, they provided the following comments.

”It is critically important to develop and promote the next generation of leaders that will enable the company to grow and gain competitive advantage”  - Peter Lamberta.

Orlando Ashford highlighted in his presentation:

(1997) “War for Talent:” – “The most important corporate resource over the next 20 years will be TALENT: smart, sophisticated business people are technologically literate, globally astute, and operationally agile. And even as the demand for them goes up, the supply of it will be going down.” Source: 1997 War for Talent – McKinsey & Co.

“Understanding employee concerns is the foundation for creating the right infrastructure and developing deeper intellectual capital to conduct business in today’s marketplace” - Orlando Ashford.

Diversity and Implications for CSR…

Diversity is increasingly becoming a key factor for attracting talent and creating teams that can perform to their full potential.

The ‘Business Case’ for diversity states that in a global marketplace a company that employs a diverse workforce (men and women, people of many generations, racially diverse backgrounds, LGBT) is better able to understand marketplace demographics, able to sell more products and services, and thrive than a company that has more limited employee demographics.

CSR is increasingly becoming a branding imperative, strategic tool to deliver diversity and inclusion results, as well as source of leadership, growth and competitive advantage.  

The key is not longer “Why” it is needed, but rather “How” can a company best align diversity with CSR into business strategy, customer relationships and sustain a diverse global workforce. 

Consumers and employees continue to advocate for their favorite brands to address pressing global concerns such as climate change, poverty, economic development, healthcare and mobilize more impactful community development programs. They are the advocates for change.

Meanwhile, a major new talent incentive is creating CSR and diversity champions.   Employees are seeking to work for an organization with a reputation for being environmentally friendly, caring about their workforce and a great place to work.

And, they are asking for and want to become more involved with philanthropic, workplace and community development initiatives. 

95% - CEOs report that businesses must address social and environmental pressures of society and employees will drive companies’ efforts to address sustainability.  Source:  McKinsey & Co/MIT Sloan Management Review.

Furthermore, in reviewing employees performance evaluations and development plans, companies are considering community involvement as a major performance competency and compensation criteria.

This, in turn, is creating a more diverse and inclusive workforce and key driver of bottom-line growth and corporate reputation.

Yet, according to research uncovered by Climb The Green Ladder:  Make Your Company and Career More Sustainable, Wiley, only 1 in 10 employees feel they have the training and resources to help their firm become more sustainable – so training and employment engagement programs are critical to ensure well trained staff and inclusion.

We cannot underestimate the role and power of employees for storytelling, experiential marketing, stakeholder engagement and creating loyal brand champions.

Leaders of global organizations must increase diversity in the workplace and align with conducting business in a sustainable and socially-conscious manner.

They need to make it front and center of the business case for the long term, a critical component for talent acquisition, growth and innovation to thrive in today’s complex marketplace.

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Sam Taylor

Diversity Best Practices - www.diversitybestpractices.com

For further information about CSR education, training and advocacy contact (212) 979 6092.

Reputation Dynamics Founder - Sam Taylor - Participating at Diversity Best Practices: CEO Symposium on February 9

Learn How to Sustain and Build Global Diversity and Inclusion Initiatives throughout Business. Hosted by the New York Times Company.

Diversity Best Practices specializes in facilitating discussions on diversity and inclusion among the most powerful leaders of corporate America.  Now in its fourth year, Diversity Best Practices' Global Best Practice Session offers its members a full day of research insights, best practice case studies and interactive discussion structured around three provocative topics:

• Implementing Global Gender Strategies: Utilizing Metrics and Accountability for Driving Gender Equality
• The Workforce and Long-term Implications: Innovative Strategies for People with Disabilities
• *Corporate Social Responsibility: The Vehicle to Deliver Diversity and Inclusion Results

Featured Speakers:

Janet Robinson, CEO, New York Times

Dr. Rohini Anand, Global Chief Diversity Officer, Sodexo 

Panel Details:

*Corporate Social Responsibility (CSR):  A Vehicle to Deliver Diversity and Inclusion Results

Sam Taylor, Founder, Reputation Dynamics

Peter Lambert, Manager, Office of Global Diversity and Inclusion, Whirlpool Corporation

Orlando D. Ashford, Senior Vice President & Chief Human Resources Officer, Marsh and McLennan Companies (MMC)

Leaders of global organizations are aligning CSR as an integral component of key business and talent strategies, leveraging their positioning to not only grow but also to sustain a diverse global workforce. No longer is CSR viewed as a “nice thing to do” but rather as a key strategic tool in creating a diverse and inclusive workforce.  

Stanford University surveyed 800 MBA students from eleven leading North American and European business schools and found that 94% would accept a lower salary - an average of 14 percent lower to work for a firm with a reputation for being environmentally friendly, caring about employees and about outside stakeholders such as the community.

Furthermore, in reviewing employees’ performance evaluations and development plans companies are considering community involvement as a performance competency and compensation criteria. How can CSR be utilized as a tool to drive market share and brand loyalty? How can CSR increases employee engagement? What’s being done to shrink the gaps and take steps forward?

For further information - http://www.diversitybestpractices.com/events/194

Stay tuned for Sam Taylor’s next blog posting – perspectives on utilizing corporate social responsibility to deliver diversity and inclusion results.

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