Instilling corporate social responsibility among employees

- select responsible employees: during the hiring process, job applicants are questioned regarding their awareness of sustainable development and corporate social responsibility; up to 50% of the hiring decision may be based on this information. Next, newly-hired staff receive two days of training concerning the company’s mission, vision, growth and market position, as well as various environmental and health issues and the steps required to become an exemplary and professional employee;
- create communication tools and “systems-thinking frameworks”;
o Seventh Generation’s newsletter, “Non-Toxic Times”, is a means of informing consumers regarding the company’s values and goals and providing details on its products;
o Three “value-focused” committees have been created: a Green/Community Involvement Team, a Values and Operating Principles Committee, and a Work/Life Balance Committee. Each committee or team is tasked with establishing specific goals on an annual basis; members meet once a month to plan activities and review the company’s progress with regard to its initial goals;
o Employees are each expected to formulate an annual plan that sets personal goals concerning their activities in the company (Key Results Objectives, or KROs). For example, company president Jeffrey Hollender feels that he does not spend enough time listening to those around him; working to improve his capacity to listen is thus one of his KROs, and reaching this goal will have a positive impact on his role in the company.