This document discusses how to take a human-centered approach to corporate social responsibility and employee engagement. It notes that while short-term action yields compromise, conceptual long-term approaches maximize responsibility for the future. A survey found that only 37% of employees know their organization's goals and just 13% have high trust between departments. The document advocates integrating CSR into HR policies by focusing on employee health, education, equal opportunity, and support for those leaving jobs. This helps cultivate an internal culture and reputation that attracts talent.

1. ‘HEBBEN WIJ DE PARTICIPATIEWET NODIG BIJ EEN INTEGER MVO PEOPLE BELEID?’
DE MENSELIJKE MVO-MAAT IN UW
ORGANISATIE: WAT IS MOGELIJK?

2. April 2016

6. Duality & Dialogue
• Actionable
• Short term results
• compromise max potential?
• Conceptual
• Long term results
• max responsibility future reality?

7. 37% says to know the organisations goals
• 20% is enthusiastic about the organisation-
and team goals
• 20% sees a connection between own task and
the organisational goals
(Survey - 23.000 employees in the USA– Covey)

8. 13% has ‘high trust’-relations with other
departments and teams
20% trusts own organisation fully
17% says the organisation promotes open
communication and respects new ideas
(Survey - 23.000 employees in the USA– Covey)

10. Intention
Behaviour
Fellowship
Engagement
Identity
Reputation Culture
Employer branding
Leadership
Ethics
“I am”
Philosophy
Internal BrandingImage
Convictions
0,1,1,2,3,5,8,13,21,34……..

11. THE BARN

12. JE SUIS RALF

16. CSR is an integral part of the HR policies resulting in:
1. Actively work on health, mindset and engagement (being happy is not
a luxury)
2. Offer training & education programs for free
- supporting and connecting strategy
- stimulating continues job- and personal
development and
- increasing value for ‘life at and after Bruynzeel’
3. We are an equal opportunity company
4. Actively employ talent, currently out of job or disconnected to labour
market
5. Offer permanent employment contract
6. Actively support staff that need to leave, in finding employment

17. Intention
Behaviour
Fellowship
Engagement
Identity
Reputation Culture
Employer branding
Leadership
Ethics
“I am”
Philosophy
Internal BrandingImage
Convictions
0,1,1,2,3,5,8,13,21,34……..