CSR

Reflections on our Panel Series: How Current Events are Shaping the Workplace

Anonymous — Tue, 28 Jul 2020 03:38:40 +0000

Reflections on our Panel Series: How Current Events are Shaping the Workplace Anonymous (not verified) Mon, 07/27/2020 - 21:38

Justine Roberts

For the past three weeks CESR has been hosting a series of conversations about how the pandemic and the racial justice movement have been shaping babyֱ��app procedures and policies. We have explored how employers can support employees’ mental health needs during times of crisis, how the role of Corporate Social Responsibility (CSR) departments is changing as companies re envision their babyֱ��apps in terms of worker safety, and how businesses acknowledgement of diversity in their workforce can lead to greater engagement and help build equity.

We have learned a lot from our expert speakers, and from the thoughtful questions asked by attendees. If you missed the series you can watch each of the panels at the links below:

Here are a few takeaways from some of the panelists who participated in this series:

Andrea Miller, Corporate Social Responsibility Manager, Delta Dental of babyֱ��app

The one statement that keeps playing in my mind was a comment Russell Cropanzano made, “Anxiety collapses into depression.” This statement has led me to revisit things like the decline in our intranet engagement, water cooler talks, etc. Is it because people are busy, is it the summer, or are people feeling even more down and stressed out? Probably a combination of all three. I guess my point is to keep reinforcing those resources, dream up some new things and connect with people to see if they are okay. I’ve checked in with lots of team members since hearing that. I think it helps.

Russell Cropanzano, Chair of the Organizational Leadership and Information Analytics Division / Chair of the Social Responsibility and Sustainability Division:

The pandemic is a unique crisis, as it is unfolding over a number of months. People are afraid of being sick, of course, but there is also secondary damage to well-being – job loss, lack of social contact, loss in earnings, etc. It’s the reverberating effects of the pandemic that worry me the most. This could be with us for many years.
We know from research that supportive organizations can benefit people. It’s important to have regular communication and to maintain social networks. We discussed some ways to do that. However, as many Americans receive their health care through their jobs, this won’t reach many people. They are further hampered by the lack of a uniform and consistent national policy.
People’s personal situation is important. Those who are older are at greater risk. Those engaged in elder care or who are living in multi-generational households could also experience a great deal of anxiety.
Don’t underestimate the social effects. Being home effaces people’s support networks. Of course, if they lose their job, then this is even worse.

Sabrina Volpone, Assistant Professor, Organizational, Leadership, and Information Analytics PhD Program Director

The topics that we talked about in the panel are universal - BLM, COVID, leading in a pandemic … they are impacting each and every one of us as workers in ways that we have not experienced work and life before. We can have a tendency to think 'this pandemic is impacting the careers of working mothers’ or focusing on one or two groups within the workforce. This is impacting everyone in different ways and it is necessary that organizations revisit their policies and procedures over and over again through multiple lenses to make sure that the experiences of all employees are being considered.

Justine Roberts, Sustainability Community Engagement Coordinator, CESR

I appreciated the discussion in our panel on Diversity, Equity and Inclusion about how employees can rethink the boundaries between their identities in their private lives, and as employees. Working from home means that certain barriers have broken down - we see into each other’s private lives in new ways from a dog barking to a child asking for a snack. This is not necessarily a bad thing. It allows us to bring more of ourselves to work, allows us to be more authentic, and more empathetic. There is an opportunity here to recognize one another’s humanity and to make corporate decisions that respect and support our needs as people, not just as workers.

There is so much more in these conversations that is relevant and actionable. We hope you find the discussions as interesting as we did.

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Introducing Pete Dignan, CCSR Instructor and Changemaker

Anonymous — Mon, 29 Jun 2020 21:16:22 +0000

Introducing Pete Dignan, CCSR Instructor and Changemaker Anonymous (not verified) Mon, 06/29/2020 - 15:16

Justine Roberts

Pete Dignan has had a wide ranging career which includes time as Hydrologist for the state of Ohio, software entrepreneur, CEO of a renewable energy company, and founder of the consulting firm Ever Better which focuses on helping purpose driven organizations move toward more human-centered, adaptive ways of working. He brings all of this experience, breadth of perspective, and inside knowledge of the field to his position as Instructor for the Certificate in CSR (CCSR) executive education program at the Leeds School of Business. Pete describes teaching CCSR as the “one of the best things I have ever done,” and believes that CSR is more important now than ever given current events.

Pete got involved with the CCSR program in 2018, through his friend Geri Mitchell-Brown, who helped launch it and was its first instructor. When Geri stepped down she mentioned to Pete that she was looking for someone to take her place. He saw the position as an opportunity to contribute to shape how businesses think about the environment, social responsibility, strategy and engagement with the world, and asked to be considered for the role.

Over the course of 14 sessions, in 4 cohorts each year, Pete structures the class to deliver a practical experience that gives future CSR leaders the vocabulary, frameworks and models needed to do this work. Most of the sessions are anchored by one or more guests who are professionals working in the field, and include time for students to network with speakers and one another. Over the years, Pete has added sessions such as one on B Corps and the B Impact Assessment, and another on the role of government and policy advocacy. Students also work on group projects, such as creating a full CSR budget for a real company, including showing where the money will come from, how it will be used, and the business case for this expense. Another session is focused on CSR strategy. Pete selects 4-5 companies from the list of employers represented in the class, and assigns students to teams, each focused on one company. Teammates collaborate to create a detailed plan to launch a new CSR program, or to enhance an existing program. They pitch the proposal to classmates, who play the role of senior management, in class.

Pete says his favorite thing about teaching CCSR is when students have “aha moments.” He loves when they light up with an insight about an issue that is bigger or more complex than they had known, or when they realize that they know more about a topic than they were giving themselves credit for. He tries to help students capture that knowledge through a mind map they complete for the final class, and during which students explore what in the class has changed them, surprised them, or influenced what they want to do in the CSR field.

Pete believes that CCSR teaches students how to see CSR as holistic and systemic. His goal is for students to understand how businesses can play a material role in solving the world's most pressing social and environmental challenges. Ultimately, he says that CSR is all about people. As he puts it, “as a guy with a degree in environmental science, I believe that if we get it wrong on issues like climate change or species diversity, it will be sad for polar bears - but catastrophic for us as a species.” He also emphasizes that CSR is a relatively young field that is changing quickly, which is both a challenge and an opportunity for emerging professionals. The upside is that the field is still being shaped and there is room to make a big difference. The high rate of change means that CSR professionals need to be adaptive and agile.

That is true now perhaps more than ever. When asked about current events, Pete points out that last August, the Business Roundtable issued a statement that changed their definition of the purpose of business from a focus on shareholders to one on stakeholders. Then COVID-19 hit, and the Black Lives Matter movement increased in urgency. Pete argues that it is time for companies of all sizes to stop thinking about CSR as something extra that they do - something that is “bolted onto their core business” - and instead understand it as deeply integral to their strategy. He points to companies like Patagonia which have pulled advertising from Facebook in protest of their ad policies, as examples of what this might look like.

“If we are going to get it right CSR is not going to be optional anymore,” Pete says. “We have to think about diversity, equity and inclusion (DEI), culture and employee engagement, and we have to get engaged with policy advocacy. If we have learned anything about racism and white supremacy culture in America, it is that we are either racist or anti-racist. If we aren't pushing for the policies that drive change, we are part of the problem. The stakes have gone up.”

He is pleased by the recent ruling from SCOTUS on LGBTQ+ rights but pointed out that in a survey of Republicans just after the announcement, 70% said the Court got it right. Pete believes that the poll is pointing to societal change which is just as important as the ruling. He is cautious about DACA because the administration has said they will continue to fight the law.

CSR is in part about creating a more inclusive economy. But, Pete argues, this goal is going to be impossible without greater diversity in the field. This is something his consulting business has encouraged by working with startups like the Tech Chaplaincy Institute. The CCSR program also addresses DEI, with one of the 14 sessions specifically focused on this topic. Pete describes DEI as “the inward expression of the outward goal of CSR, which is to create a world in which everyone has a chance to thrive, now and in the future.” This session is designed to help current and future CSR professionals understand how companies can intentionally create that world. That said, Pete recognizes that CCSR must also work to increase representation by actively recruiting diverse students, and by lowering financial barriers to access.

Pete says “It's an honor and a privilege to be able to teach this class. It's a labor of love. It's a joy.” When asked how long he plans to continue Pete’s answer is immediate. “I will continue this work until this is just the norm of how businesses work. Then we will all be able to take a nap.”

CCSR is online for the Fall of 2020 in two cohorts. Apply by August 18, 2020.

Tuesdays, 6:00-8:15 p.m. (MST), from September 1st to December 15th
Wednesdays, 6:00-8:15 p.m. (MST), from September 2nd to December 16th

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