In recent months, we’ve been hearing about candidate shortages and the “Great Resignation.” Phenomena that all sectors are facing, which is leading to longer recruitment processes compared to previous years. It is therefore essential for companies to stand out in order to attract and retain talent. To do this, there are several possible actions, but today we’re going to focus on CSR.
Definition
Behind the acronym CSR, Corporate Social Responsibility, there are 3 pillars: environmental, economic, and social.
CSR is the practical implementation of sustainable development by companies. A company that practices CSR seeks to have a positive impact on society and respect the environment while remaining economically viable.
On this subject, we surveyed our candidates: “Will the CSR strategy adopted by a company influence your decision to join or not join an organization?” 73% of candidates want to join an organization that integrates CSR at the heart of its strategy.
To help you create or develop a CSR strategy, Shefferd has selected a few projects:
Dedicated roles
CSR responsibilities are increasingly being integrated into HR or marketing departments. Identifying a CSR Manager allows for the establishment of an effective and relevant strategy. The objective of this person is to raise awareness and support employees in this change process and advance all of the company’s CSR projects.
Training on the right to disconnect
For better work-life balance, employees need to know how to disconnect. Especially since remote work has been implemented. Training on the right to disconnect can be a simple idea to enable employees greater fulfillment both in their work and in their personal lives. To go further, it is also possible to establish a remote work policy including right to disconnect terms. Moreover, by limiting your employees’ screen time, you reduce your company’s carbon footprint and thus make an ecological gesture.
Inclusion and diversity
Diversity and inclusion are genuine areas of concern for companies. These terms encompass many subjects: gender equality, disability, social diversity, and more. Beyond being a legal obligation, inclusion must be at the heart of a CSR strategy. Companies must commit to a broader workplace diversity initiative, particularly towards people who are victims of discrimination. This means building teams while taking into account the diversity of profiles. In this way, you participate in representing the entirety of our population, rich in different cultures and beliefs.
Responsible communication
To attract new talent, you can communicate about your CSR practices. Transparent and accessible communication is necessary to highlight the environmental and societal efforts of your organization. Communicate about your CSR initiatives, your labels and certifications obtained, and the missions of your dedicated team. With the phenomenon of greenwashing, candidates carefully study the CSR strategies deployed by companies. It is important to demonstrate the real efforts made by your company, so don’t hesitate to highlight your environmental and societal actions through communication or through the support of your employees, who can be an effective source of information.
These various actions are just examples among many others. However, each of them makes it possible to respond, in part, to the new expectations of candidates seeking meaning. And yes, because in addition to talent shortages, they are in genuine search of purpose and wish to join companies with impact. CSR logic is therefore an integral part of this.
Today, companies can offer concrete solutions to their employees and future talent. So if this isn’t already the case, seize the opportunity to implement an effective CSR strategy. It will only be beneficial for your company and your employees. This way, everyone will be able to communicate positively about the efforts and effects of the organization’s actions on the environment and societal issues.