Leading from Where You Stand: How to Adopt a Social Responsibility Mindset
Don’t be silent. Push for your company to live its values.
We are in a new era of corporate social responsibility. Company executives cannot simply make philanthropic contributions and move on. As employees, you not only expect more but are willing to demand it. You are determined to make the workplace more diverse and equitable. You want your products or services to be inclusive and accessible. And you are increasingly leaning on companies to support the overall wellbeing of society through legislative issues, sustainability, and environmental, social, governance (ESG) commitments.
We’ve seen recent examples of leaders speaking out on behalf of different issues, some of which appeared to have been impacted by workers raising their voices. For instance, in March, Disney employees held a walkout when they were disappointed by the company’s initial response to Florida’s “Don’t Say Gay” bill (officially known as the Parental Rights in Education bill). Disney released a statement just days later saying the law should have never been signed and that its goal as a company was for it to be repealed or struck down in the courts.
It is not surprising that you are being vocal about your concerns and demands. This is not the first time we have seen employees taking a stand, and the arrival of COVID-19 only seems to have prompted more action. According to a 2020 study conducted by Carol Cone ON PURPOSE and the Harris Poll, 86% of employees believe having “meaning” in their work is more important than ever, and 75% of employees believe companies should act in ways more aligned with their purpose.
So, what steps can you take to prompt your leaders to not only verbally support crucial issues but take action as well?
Be active: From walkouts to petitions, we’ve seen that employee activism makes an impact. If your company isn’t hosting discussions related to equity and inclusion or isn’t being transparent about sustainability goals, ask for them. Inquire about hiring and recruitment data to ensure your company is creating a diverse workforce. And you don’t have to do all this alone. Recruit peers, and ideally members of leadership, to share their concerns as well.
Be educated: Learn more about how to make accessible products or promote diversity, equity, and inclusion in the workplace so you can make valuable suggestions. Adopt inclusive language. Share research that shows how much consumers and potential customers value social responsibility and companies that have a clear purpose.
Be persistent: The Great Resignation highlighted that as employees, you feel empowered. You have left your jobs in droves for better opportunities or companies with better values, and consumers have made it clear they care about companies that have a clear purpose. If you don’t see change happening right away, keep trying. Your leaders are likely noticing they could face severe ramifications if they don’t act.
At 18 Coffees, we’ve explored and observed the positive impact of centering social responsibility first hand. With a recent nonprofit client, we crafted marketing and recruitment recommendations that heavily emphasized attracting a more diverse set of individuals. We’ve also completed research highlighting visible moves many major companies are making when it comes to prioritizing accessibility, sustainability, and other avenues of social responsibility. Our efforts only confirm the support from employees to prioritize these topics and the value that can come as a result of real tangible steps.
There is no reason to believe the importance of social responsibility is going to dissipate, and you will need to continue driving necessary conversations. Now is the time to push for more notable actions within your roles, teams, and companies.
