Corporate social responsibility.
The optimal management of Corporate Social Responsibility in companies as a new management model and business philosophy implies, in addition to strict compliance with current moral, ethical and legal obligations, the voluntary integration into the government, strategy and administration of certain social, labor, economic, guarantee of human rights, environmental policies and equality and respect for women that arise from the transparent relationship with the different stakeholders or interest groups, that is, from the relationships that the company itself has with its human capital, suppliers, consumers and clients, competition, shareholders, the environment, public administration and society in general.
The management of Corporate Social Responsibility in companies must combine the financial management model and the socially responsible model, two fully compatible models.
The financial model, based on the maximization of profit and contribution of value to the shareholder and the socially responsible model, based on an ethical and supportive conception of the company.
Corporate or Business Social Responsibility pursues as a primary goal to combine economic, social and environmental objectives and, consequently, to reconcile the interests that the company wishes to obtain with those of society.
For companies that adopt an efficient management of Corporate Social Responsibility in their business model, it currently represents a competitive advantage and a differentiating factor.
Companies must integrate a Corporate Social Responsibility Planning into the strategic plan, director or business plan, including as a basic tool to support management a Sustainability Report, so that the management of Corporate Social Responsibility is defined in their strategies. corporate.
Internal corporate social responsibility
A fundamental value in the management of Corporate Social Responsibility is represented by the design of Equality policies and the reconciliation of professional and personal life.
Internal Corporate Social Responsibility deals with the social and solidarity management of the Human Resources of companies and, therefore, is the part of Corporate Social Responsibility that studies the design and implementation of Equality and Conciliation plans in them.
Policies for reconciling professional and personal life and equality
Equality policies and plans for the Reconciliation of family and professional life, duly designed and correctly implemented, based on personal merits and not on the parity imposed or on quotas, imply the possibility of professional development and access to certain levels and Professional scales for women and, in addition, they make it possible to reconcile the professional career with personal and family fulfillment.
The aforementioned Conciliation and Equality plans, in addition to being a benefit for women, also represent an added value for men and improve the benefits and economic results of companies, since they represent the response to a growing demand and social need that affects the business in the form of greater productivity.
According to studies carried out by the IESE International Center for Work and Family on "Work-Life Balance" and by CEDE (Spanish Confederation of Directors and Executives) on "Benefits of Flexible Policies", the implementation of work-life balance policies in companies reduces turnover, absenteeism, stress, anxiety and depression in employees increases productivity, motivation, commitment and job satisfaction in them and, in general, improves labor relations.
The best way to attract talent is by applying Equality and Conciliation policies in companies, the most qualified professionals choose the type of company where they want to work and in this choice they value variables such as the existence of personal and professional life conciliation plans and Equality, security and job stability, compensation, flexible hours, training and professional development, career planning, ethical and responsible behavior of the company, etc.
The new generations value having a balanced life, with personal needs covered and will not accept to work in an organization that does not offer these guarantees.
Likewise, the implementation of the aforementioned Equality and Conciliation policies in companies helps to project a greater reputation and a better corporate image in them, both externally and internally.
Reputation and corporate image currently represent intangible assets of fundamental importance and managing them properly is a relevant competitive advantage, the company will position its brand and project a corporate image based on certain values of equality, conciliation, ethics and solidarity and, in general, it will inform the company that it carries out efficient management of Corporate Social Responsibility, in this case, internal.
In addition to the above, companies will also benefit from the leadership style of women, since the implementation of conciliation and equality policies helps women achieve management positions in them.
The leadership of women is characterized by the combination of varied attitudes, aptitudes, competencies and abilities that endow management with a determining, differentiated and unique value.
The woman establishes personal and professional relationships more easily, has more capacity for organization and intuition, is more inclined to manage changes, has a more global vision, attends to personal aspects in management to a greater extent, values the personal impact on the decision-making, provides greater sensitivity to details, etc.
Women's leadership is more participatory and flexible, encourages the participation of team members, projects a social approach to management, and better plans and optimizes time.
Planning and design of conciliation and equality plans
The conciliation and equality policies must be adapted to the management model, cuore business, strategy, mission, values, corporate culture and strategic plan of each company.
For the correct planning, design and subsequent implementation of a reconciliation and equality plan, it is necessary to pay attention to the following issues;
1. Special protection of pregnancy and maternity.
Include measures conducive to granting paid leave of several hours a day to care for newborn children up to at least 9 months, paid leave prior to delivery of 15-30 days, reduction of the working day without loss of pay during the child's first year, leave for adoption or submission to assisted reproductive techniques, etc.
2. Time flexibility.
Permits to attend to family needs, based on the principle of helping employees' relatives.
3. Teleworking and technological contribution.
With control by the company to be more effective. Teleworking for women with young children or who have family members with care needs.
4. Part-time and reduced-time work.
5. Help the employee's family.
Leaves of absence of up to 3 years to take care of relatives without loss of place.
6. Equal opportunities.
Policies that favor the access of women to any managerial position.
7. Procedures for the prevention and treatment of workplace harassment and gender violence.
8. Culture of conciliation and equality.
Teaching courses and training programs on conciliation and equality in order to raise awareness among employees of the organization.
9. Communication policies on equality and conciliation.
Permanent communication and feedback between company and workers with the aim of continuously improving plans.
10. Professional development of women.
Design of personalized career plans for women, so that they can reconcile their personal and work life and, consequently, have the opportunity to develop professionally.
11. example by company management.
12. Valuation systems or processes with criteria of worth and personal merits and not adopting quota policies or equal measures.
13. Complementary programs.
Such as personal assistance programs, legal advice programs, medical benefit programs, financial aid for daycare expenses or incorporation of daycare in the company, management of domestic services, 24-hour telecare, telephone advice on related matters, etc.
14. Support measures.
Secondary measures such as taking the car to the workshop or ITV, dry cleaning service, package of consultations with the psychologist or doctor, selection of personnel for childcare, etc.
In addition to the above, in the correct design of an EQUALITY PLAN, transcendental aspects such as those detailed below must be addressed:
A. Situational diagnosis. previous company.
Carrying out a prior and detailed analysis of the business reality of the organization from the gender perspective is essential in relation to the adoption of subsequent measures, guidelines and guidelines, aimed at achieving equality between the men and women who make up the human capital of the herself.
B. Adoption of measures for equality.
By virtue and as a consequence of the diagnosis made in the first instance, exclusive, personalized measures adapted to the specific needs of each company or institution will be designed and adopted, in order to promote equality for all workers, regardless of their sex.
C. Objectives of the company in matters of equality.
The Equality Plan must specify certain, punctual and specific equality objectives, which must be met within a reasonable period of time that is acceptable to the organization.
D. Code of good practice.
Likewise, it is advisable to adopt a code of good conduct and implement it in the organizational structure of the entity in order to achieve a responsible company in terms of equality.
E. Internal maintenance and control system and external evaluation system.
Both systems will remain attentive to the fulfillment and achievement of the objectives established in the field of equality.
F. Matters on which equality measures will be established.
Special emphasis will be placed on adopting measures conducive to gender equality, among others, in the following matters:
Remuneration policy.
Staff pick.
Professional classification.
Promotion.
Training.
Workplace Harassment.
Management of working time.
Etc.
Adopting measures such as those mentioned above or other similar ones and including them in perfectly planned, structured and implemented conciliation and equality plans in each organization, will help to eliminate the main reason why many women do not access management positions and give up developing their careers professionals, that is, the impossibility of balancing family life with work life.
