Home 
SRI Research framework Research criteria divided into six fields
|
Research criteria divided into six fields |
|
|
|
Corporate social responsibility criteria are divided into six fields:
- Human rights
- Human resources
- Environment
- Business behaviour
- Corporate governance
- Community involvement
Each of these fields is analysed using a number of criteria, which in turn are subdivided into action steps.
Before each sector related study, the generic reference model is adjusted in order to take into account the characteristics and risks related to the sector under review.
Example of criterion:
Commitment to the economic and social development of the country where the company operates |
|---|
| Definition of criterion | Is the company committed to making a sustainable contribution to the economic and social progress of host countries by optimising local economic benefits linked to its activity? - Local investments
- Policy that promotes local employment
- Skills and technology transfers
- Consideration of the impact of restructuring on local employment opportunities
| Action steps
| - Optimise local economic benefits linked to the activity
- Promote the creation and development of new businesses in the country where the company is based
- Promote the transfer of skills and technologies to developing countries and economies in transition
- Promote employment and training of local workforce
- Promote the local labour market
- Limit the impact of site closures in affected countries
|
Example of criterion:
Improve employability |
|---|
| Definition of criterion | Is the company committed to: - Providing its staff with opportunities for career development and look after their personal development?
- Ensuring the future employability of its staff by providing opportunities for employees to develop their skills and adapt to changes in the business environment?
- Facilitating job mobility?
- Anticipating employment needs?
| Action steps
| - Anticipate medium/long-term employment needs and skills
- Provide opportunities for staff to adapt their skills in line with changes both in their profession and job description
- Provide ongoing opportunities for improving qualifications
- Ensure regular consultation with staff
- Provide follow-up tailored to each individual
- Establish fully transparent appraisal criteria and career plans
|
|
|
