85% of businesses have recognized the need to integrate a societal approach in their operations. But what does this mean for human resources (HR) management? Corporate Social Responsibility (CSR) now goes beyond the simple environmental framework to influence the management function of employees.
In a context where businesses are called upon to act more responsibly, HR plays a crucial role in implementing this vision. From promoting diversity to improving the quality of life at work, every aspect of CSR has a direct impact on human resources management.
In this article, we will explore the interaction between CSR and HR in depth. We highlight the challenges, advantages and strategies to effectively integrate social responsibility into the management of employees and their vocational training. Let's go!
What is Corporate Social Responsibility (CSR)?
Corporate Social Responsibility (CSR) refers to the commitment of businesses to contribute to sustainable development :
- By reducing their environmental impact,
- By adopting environmentally friendly practices throughout their supply chain,
- And by promoting the responsible use of natural resources.
But that's not all! CSR also aims to improve the well-being of employees thanks to a healthy and safe working environment. The objective of a CSR policy is to offer professional development opportunities and personal to its teams, and to encourage a culture of inclusion and diversity.
This approach reflects the commitment of businesses to act responsibly towards society and the environment, while achieving their strategic goals.
The 3 pillars of a good corporate CSR policy
1. Social and social responsibility
A comprehensive Corporate Social Responsibility (CSR) policy includes the promotion of social inclusion and diversity, the fight against discrimination and the promotion of well-being at work.
2. Environmental responsibility
In CSR, We also talk about “environmental responsibility”. This involves adopting environmentally friendly practices, such as reducing greenhouse gas emissions, limiting waste, and conserving natural resources.
3. Economic responsibility
Finally, on the economic front, CSR is about promoting employment, to adopt ethical management practices and to support local development.
The importance of CSR for Human Resources
The challenges of a CSR policy for Human Resources
Human Resources play a key role in promoting CSR within companies. By integrating responsible practices into their daily management, they contribute to optimizing the overall performance of the company.
This includes not only the implementation of compliant internal policies ethical and environmental standards, but also employee awareness to the importance of CSR. The mission of human resources is to cultivate a corporate culture oriented towards social responsibility while encouraging employee adherence to sustainability goals.
The benefits of integrating CSR into your business
Integrating CSR into HR strategies has numerous advantages. In particular, it allows strengthen the company's brand image as a responsible and committed employer (The employer brand).
By promoting a healthy and ethical work environment, the CSR policy also contributes to increase employee engagement and productivity.
Moreover, recruitment and retention practices based on sustainable values can allow HR to reduce the costs associated with absenteeism and turnover. In the end, this ensures financial stability and the long-term performance of the company. It's just more!
The role of HR in implementing CSR
The key players in the CSR approach in business
Human Resources play an essential role by mobilizing a variety of internal and external actors in the CSR approach. These stakeholders include The leaders, who are responsible for defining strategies and the commitment to CSR.
Employees are also key players, because their involvement is crucial for the success of CSR initiatives.
Shareholders, unions, customers and suppliers are also involved, whether through their financial support, participation in discussions or their contribution to the responsible supply chain.
Strategies for integrating CSR into Human Resources Management
Human Resources have the capacity to exert a decisive influence in the development of policies focused on physical and mental well-being of employees : measures to promote work-life balance, programs to support health and well-being, etc.
In addition, HR can set up sustainable development training programs and social responsibility, as well as initiatives to raise awareness about diversity and inclusion. These actions aim to encourage the commitment of all members of the company to the CSR approach.
CSR tools and methods available to HR in business
HR (and HR managers) can contribute to The definition CSR objectives and KPIs specific to each company to measure their progress and the quality of their CSR policy.
This allows them to monitor the impact of the actions put in place and to adjust their strategy accordingly.
Examples of KPIs:
- Quantity of CO2 emissions
- carbon footprint
- Quantity of recycled waste
- distance route for the transport of goods
- practices to reduce waste
- % of polluting packaging used
- absenteeism rate
- Turnover rate
- gender parity
- Share of responsible investments
- employee seniority rate
The central place of employees in the CSR strategy
The Human Resources Department (HRD) has an essential function in the involvement of employees in the company's CSR initiatives. They have to actively encourage employee participation to environmental or solidarity actions: incentive programs, awareness campaigns...
To motivate employees, it is also possible to develop a communication strategy around the company's social and environmental issues, during training sessions for example. The objective will then be to promote collective awareness and stronger adherence to the CSR approach.
Corporate Social Responsibility represents a major strategic lever for Human Resources. By integrating responsible practices into their daily management, HR contributes to reconciling economic performance with social and environmental responsibility.
