CSR Flashcards
Ethical universalism (global)
there are fundamental principles that apply across cultures and that global organizations must apply these principles when making decisions in a country, without regard to local ethical norms
Cultural relativism (local)
ethical behavior is determined by local culture, laws, and business practices
Triple bottom line for CSR
Economic
Environmental
Social - ethics, staffing, environmental, human rights, community, society, compliance
3 P’s
People
Planet
Profit
CSR maturity curve
compliance - ‘checkbox’ to comply with laws, tactical
integration- state of self eval/enlightenment,
Transformation- redefining org and differentiating your company
Governance
system of rules and processes organization puts in place to ensure compliance
if governance lacks, stakeholders may play role
Spheres of sustainability
Planet (environmental)
profits (economic) - generating revenue
People (social) - employees, preservation
Sustainability sweet spot
Business interests crossed with public interests (Venn diagram)
Can generate new products, processes, markets, business models
OECD
voluntary guidelines that cover disclosure, human rights, employment/industrial relations
GRI standards
Global reporting initiative
standard for reporting results of sustainability programs
Need to measure same way as other organizations
Covers environmental, economic and social topics
CSR Strategic process
begins w/ Executive commitment (different from other cycles in SHRM)
Assessment
Infrastructure Creation
Implementation- set strategy, priorities, objectives, implement plan
Implementing Compliance program
Evaluation
Reassessment and revision - eval of where you are on maturity curve
EPLI
protects against risk of heavy financial losses resulting from employment claims and lawsuits
Disparate treatment
direct discrimination
Disparate/adverse impact
a system inadvertently discriminates against a group of people
Title VII of Civil Rights Act of 1964
illegal to discriminate based on race, color, religion, sex, national origin
protects in recruiting/hiring, classification, compensation, any terms/conditions of employment
exceptions: seniority systems, BFOQs, work-related requirements, affirmative action plans (if you’ve been dinged for discrimination, fed gov’t will mandate certain amount of underrepresented populations brought into your organization)
