Nowadays, Corporate Social Responsibility, or CSR as its commonly known, is no longer just a feel-good talking point for businesses in the corporate world. Those solely focused on their profit margins and market growth and taking an interest in their social, environmental, and economic impact are falling short of expectations. Employees have long since learned the difference between social obligation and social responsibility and the critical link between business and society. They now want to work and be part of an organization that gives back to the community it’s inserted in.

Studies show that doing more than necessary as an organization is also essential for employee well-being. 76% of Millennials now consider an organization’s social and environmental commitments when deciding where to work, and 88% say their job is more fulfilling when they are provided opportunities to positively impact social and ecological issues. This demands businesses be more open about their discretionary activities and maintain acceptable standards of business practice. 

In a modern definition, CSR means adopting sustainable business activities beyond fulfilling economic functions and legal requirements and adding environmental, community, and social value wherever possible. That’s why CSR is not just about raising money for charities or providing donations but aligning business growth strategies to ethics to establish a sense of community and support what drives change in society.

It takes collective action

CSR can be done by creating, for example, an issue-focused fundraising event, an environmental initiative, sponsorships for education, or even a community-minded social network. There are many ways that small or big corporations can introduce Corporate Social Responsibility initiatives across all areas of their business and involve all their staff in them.

It’s positive for well-being

A healthy and happy workplace has also become a way of living out this commitment to Corporate Social Responsibility. Successful Corporate Social Responsibility strategies depend on building meaningful relationships with stakeholders, and organizations see its practical application’s direct and indirect benefits on employee well-being.

Employees that work for a CSR organization tend to be more engaged in their work, have higher productivity, and show high levels of satisfaction than the ones that do not.

It increases workplace engagement

While professional growth and financial gain still play a part, individuals are increasingly engaged by the idea of altruism and motivated to go beyond self-interest to do good for others. A CSR strategy that cultivates a sense of larger purpose and gets people involved results in happier and more engaged employees who are proud to work for their company.

Many people feel that their work and personal lives are becoming increasingly blended, posing a threat to work-life balance. Employees are likelier to be loyal to an organization that helps them contribute to the issues they care about.

That’s why, in addition to providing suitable working conditions, diversity, equity and inclusion policies, mental health support, and addressing complex workplace issues head-on, internal CSR activity should also extend to creating meaningful engagement opportunities that line up with the employees’ social concerns.