High-performing companies have a sense of purpose, engaged employees, and a strong culture, in part due to an integrated Corporate Responsibility (CR) strategy that guides pursuits, decision making, and actions. While many companies have CR elements in recruitment, hiring, and onboarding processes, for most companies, there is room for deeper integration in their professional development, evaluation and promotion, and retention practices. This article highlights examples of such integration from two leading companies, and provides questions and exercises to catalyze CR analysis and planning.
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Some companies refer to this concept as CSR (Corporate Social Responsibility), ESG (Environmental, Social and Governance), or some other term. Schneider Electric uses sustainability, while Seventh Generation uses corporate consciousness because each aligns with the respective company's values and mission. The common thread is that these companies take a triple-bottom-line approach that attends to social, environmental, and economic CR goals.
Schneider Electric's vision and mission statements, respectively are: “We see a world where we can achieve more, while using less of our common planet” and “Our mission is to help businesses meet their energy challenge—keep global warming below the 2°C limit—while achieving better operational efficiency” (http://www.SchneiderElectric.com). Seventh Generation's mission statement is: “To inspire a consumer revolution that nurtures the health of the next seven generations” (https://www.seventhgeneration.com/mission).
According to the U.S. Environmental Protection Agency, “Green Chemistry is the design of chemical products and processes that reduce or eliminate the generation of hazardous substances.” http://www2.epa.gov/green-chemistry (last accessed 7/18/2017).
