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Dear Sir/Madam, We are inviting you to participate in a research project that investigates Corporate Social Responsibility (CSR). The project is part of a M.A. Degree in Sociology at The North-West University in collaboration with the Bench Marks Foundation. The aim of this research is to identify the current perceptions of Corporate Social Responsibility (CSR) and gauge them against the bench-marks set up by the Bench Marks Foundation. In doing so, the research aims to develop a reliable instrument that measures the Corporate Social Responsibility of different companies in South Africa. The research will mainly be used for academic purposes. The research method for data collection will be in the form of a questionnaire for you to answer and return to the research team within an agreed period of time. The questionnaire takes about 45 minutes to complete. By participating in this study, you will stand of change of winning a R1000.00 Game Gift voucher. When the survey is completed and all the questionnaires have been handed in, a draw will take place on 31 October 2008 to identify the lucky winner. The winner will be announced on 1 November 2008. The participation in this survey is free of charge and totally voluntary and participants are free to withdraw at any time if they so whish. The researchers will treat all personal details (e.g. company and contact details) confidential. If you have any questions or concerns about the study, please do not hesitate to contact us on the details below. Sincerely, Johann van Wyk (Student) Prof. Freek Cronjé (Supervisor) RESEARCH CONSENT FORM Survey on the Corporate Social Responsibility performance of companies in South Africa We would like to take this opportunity to thank you for agreeing to participate in the abovementioned survey. There are no known harms associated with participation in this research. All individual and company information will be kept strictly confidential, such that only the researchers will have access to this information. The results from this study may be published in different media sources and in the form of a research report and academic/professional journal papers. Information about the project will not be made public in any way that identifies any individual or company participants. Participation is completely voluntary. It may be discontinued at any time for any reason without explanation and without penalty. I have read the above information and I understand that I can ask questions or withdraw at any time. I consent to participate in this research study. __________________________________ Participant's signature __________________ Date Bench Marks Foundation Corporate social responsibility (CSR) questionnaire This questionnaire consists of 140 short items that will require you to give an opinion of the CSR (see definition below) performance of any company or organisation that you know. You may know this company through employment (i.e. being an employer, manager or employee at this company), or by being a stakeholder (see definition below) of the company. The questions are based on the Principles for Global Corporate Responsibility: Bench Marks for measuring Business Performance by the Bench Marks Foundation (2003). Relevant definitions Corporate Social Responsibility (CSR): is the responsibility of an organisation for the impacts of its decisions and activities on society and the environment through transparent and ethical behaviour that: is consistent with sustainable development and the welfare of society; takes into account the expectations of stakeholders; is in compliance with applicable law; and is consistent with international norms of behaviour that are integrated throughout the organisation (Working definition, ISO 26000 Working Group on Social Responsibility, Sydney, February 2007). Sustainable development: is development which meets the needs of the present without compromising the ability of future generations to meet their own needs. Three dimensions of sustainable development have been identified as economic, social and environmental (World Commission on Environment and Development, “Our Common Future”, 1987). Stakeholders: are people or institutions that are affected, or might be affected, by an organisation’s activities. Likewise, stakeholders can, in return, affect the activities of that organisation (WBCSD). One should also realise that there are others (e.g. NGOs) with a burning interest in company’s activities who may not seem to be actually affected by the company’s actions but who should also be included in the stakeholder grouping (MMSD, 2002). DIRECTIONS: Below are 140 statements with which you may either agree or disagree. Using the scale below, indicate your opinion of each item by marking/colouring the appropriate option below that item (see example below). There are no right or wrong answers to the questions and the only aim is to determine your judgement of the company’s performance. Please be honest in your responding. Scale: SD = Strongly Disagree (If you believe the statement almost never applies to the company) D = Disagree (If you believe the statement does not really apply to the company) U = Undecided (Not sure if the statement applies to the company or not) A = Agree (The statement applies to the company in some degree) SA = Strongly Agree (The statement is highly applicable to the company) Example: |
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| 1. The company has a strong commitment to reduce its energy consumption. |
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| 1.ensures that its actions do not damage the environment |
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| 2.places issues such as climate change, bio-diversity and pollution prevention central to its environmental policy and practices |
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| 3.implements internationally recognised environmental standards, regardless of any legal enforcement or lack thereof in any jurisdiction worldwide |
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| 4.continually seeks to improve on its environmental performance |
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| 5.demonstrates a responsibility for the environmental impact of its production processes throughout the life-cycle of its products and services |
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| 6.provides to the public regular reports on its environmental performance |
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| 7.reports are based on a pattern of environmental auditing and reporting according to, at a minimum, internationally recognised standards, including data for each facility |
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| 8.makes every effort, where environmental damage has occurred, to reduce its impact immediately by restoring the damaged ecosystem |
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| 9.has policies or procedures to prevent pollution in all its activities |
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| 10.aims to reduce resource and energy use in each stage of the product or service life-cycle |
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| 11.sets and applies environmental performance standards on a comparable basis throughout its operations |
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| 12.makes a commitment to internationally recognised standards of performance in each and every country in which it operates |
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| 13.contributes in a responsible and transparent way to each society's efforts to promote full human development for all its members |
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| 14.subscribes to the principle that every person has the right of access to health care, including access to affordable therapies and medicines |
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| 15.adopts a comprehensive and verifiable human rights policy which includes an explicit commitment to secure the principles and values contained in the Universal Declaration of Human Rights |
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| 16.carefully considers the international human rights implications of entering into business relationships in a country recognised or known for its widespread violations of international human rights standards |
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| 17.pays appropriate taxes and uses no covert means for removing profits from a host jurisdiction |
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| 18.ensures that its activities respect all life on the Planet |
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| 19.is committed not to involve itself in military or war activities |
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| 20.refuses to commit or engage in any activity which leads to the abuse and violation of internationally recognised human rights standards |
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| 21.reviews and records all contraventions of public health and safety laws, and takes corrective action where necessary |
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| 22.recognises its political and economic impact on local communities especially where it is the principal or key employer |
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| 23.takes account of local culture in its decision-making processes while not condoning cultural patterns, which denigrate human beings on the basis of gender, class, racial/ethnic origin, culture, ethnicity, religion, sexual orientation, caste, tribe or disability |
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| 24.affirms the central importance of the sustainability development of communities |
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| 25.develops a policy statement that measures its social, environmental and economic impact on local communities affected by its operations |
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| 26.shows respect for the local community, especially with regard to water, land, air, food, energy, religion, gender and culture |
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| 27.seeks to develop long-term business relationships in local communities |
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| 28.recognises various stakeholder groups by establishing an inclusive and exhaustive consultation process with them |
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| 29.aspires to integrating the interests of all stakeholders with that of its own business goals |
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| 30.establishes a transparent process to gain the informed consent of the community prior to establishing its operations in that community |
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| 31.reports in oral and written form, on its community impact in a manner that is accessible to local communities in the local language |
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| 32.has a workplace closure policy, which provides transitional arrangements for employees |
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| 1.4 INDIGENOUS COMMUNITIES |
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| 33.respects the cultural, religious and social customs and traditional knowledge of members of indigenous communities, including respect for indigenous medicines and medical practices |
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| 34.only pursues economic development upon prior resolution and completion of the settlement of land claims between the indigenous people and the appropriate government(s) |
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| 35.is committed to respecting fully the rights of indigenous peoples as they are recognised by the appropriate jurisdictions and laws |
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| 36.seeks to develop long-term business relationships with members of indigenous communities |
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| 37.communicates its business plans in a way that the local indigenous community can understand |
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| 38.seeks to be actively involved in the development (economic and social) of indigenous communities |
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| 39.seeks and receives approval from the legitimate local indigenous leadership prior to beginning any business activities |
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| 40.negotiates a just and equitable economic settlement with the indigenous community(ies) involved, including adequate compensation where applicable |
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| 41.has employment policies and practices which fully accommodate the cultural, spiritual and social needs of employees who are members of indigenous communities |
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| 42.is careful to control its exploitation, management or extraction of natural resources, in countries where environmental laws and regulations are inadequate or are improperly enforced, |
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| 43.or where there is prolonged internal or regional conflict to which the government is a party |
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| 44.refrains from exploiting natural resources, especially non-renewable resources, against the wishes of national, local or indigenous communities |
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| 45.refrains from exploiting natural resources in such a way that it damages or dramatically changes the environment |
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| 46.only engages in resource extraction when its operations are designed to benefit the local community |
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| 47.has made provision for the creation of sustainable alternatives, in the case of exploiting non-renewable resources |
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| 48.has a strategy whereby proper compensation for the extraction of resources is made to all the relevant (national, local and indigenous) communities for the acquisition of their assets |
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| 49.publicly discloses all royalties, taxes, fees, payments and any other revenue paid to state or governmental partners |
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| 50.does not contract with or collaborate with governmental military authorities or with local militias to facilitate the exploitation/extraction of natural resources |
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| 51.has a consultation process in place that involves all local communities where new developments of resource extraction / exploitation are contemplated |
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| 2.1 THE EMPLOYED - Conditions |
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| 52.is guided by the International Labour Organisation’s (ILO) standards as a minimum governing its employment practices and industrial relations |
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| 53.has standards which include genuine respect for employees' rights to freedom of association, labour organisation, free collective bargaining, non-discrimination in employment and a safe and healthy working environment |
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| 54.ensures that it does not discriminate on the basis of gender, racial/ethnic origin, social or ethnic origin, culture, religion, age, disability, sexual orientation, nationality, citizenship or political opinion |
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| 55.ensures its labour force and managerial employees are proportionally representative of the communities in which it operates |
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| 56.seeks to maximise long term contractual relationships with its employees by aiming to safeguard employees' future employability |
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| 57.pays sustainable living wages, which enables employees to meet the basic needs of themselves and their families |
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| 58.ensures work schedules that are reasonable and enable employees and their families to live in a sustained and healthful manner |
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| 59.ensures that is does not rely on production based on unpaid labour |
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| 60.ensures that no employee is subject to any (physical, sexual, psychological or verbal) harassment or abuse |
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| 61.actively recruits and employs for all positions at all levels, including management, from the local population |
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| 62.provides training, development, promotion and advancement opportunities to all employees, regardless of status, whether full-time, part-time, short-term, permanent, or with any other contracts of employment |
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| 63.ensures that, as a minimum, all employees are paid a wage, which, at least, provides sufficient purchasing power to enable employees to meet the basic needs of themselves and their families |
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| 64.limits overtime work to a level that ensures humane working conditions, especially for young workers |
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| 65.provides the opportunity for redeployment and retraining of employees in situations where corporate restructuring is taking place, in order to offer sustainable patterns of employment |
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| 66.agrees to implement a grievance procedure, which is easily understood by workers |
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| 2.2 THE EMPLOYED – Health and Safety |
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| 67.provides a working environment that supports health and wellness |
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| 68.subscribes to the principle that every worker has the right of access to health care, including accessible and affordable medicines |
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| 69.adopts specific policies to ensure that the workplace is free from toxic substances and all kinds of risks; is properly ventilated and appropriate |
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| 70.provides free, protective equipment and hygienic bathrooms and changing rooms for workers, especially for women and young workers |
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| 71.ensures participation by workers from all levels of employment, in education, examination and the monitoring process on issues of occupational health and safety |
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| 72.provides adequate health coverage for its employees and their dependents where governments do not provide any. This includes necessary essential medicines, such as antiretrovirals for HIV / AIDS. |
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| 73.adopts a policy of non-discrimination and commits to programmes to overcome discrimination and stigmatisation of employees with HIV / AIDS |
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| 74.accepts independent monitoring by civil society groups and qualified inspectors and provides access for the inspection of plant facilities |
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| 75.agrees to take action to rectify any health or safety problems in a timely fashion |
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| 76.ensures that workers can stop work if they find themselves at risk and that workers injured at work will be provided with suitable jobs after medical and psychological treatment |
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| 2.3.1 Women in the Workforce |
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| 77.values women as a vital group of employees who have a significant contribution to make to the work of all companies |
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| 78.is aware that the rights of women are often violated by business policies and practices and seeks to neutralize the impact of any such policies or practices on their employees |
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| 79.ensures that the social and biological determinants that affect women because of gender are addressed by appropriate policies within the work place, including, but not limited to, pregnancy leave, maternity leave, medical leave |
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| 80.has a policy of responding flexibly to the needs of women regarding pregnancy and family care without detriment to their employment. This includes paid maternity and paternity leave. |
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| 81.has an employment policy, which enables people from minority groups to be recruited to the company |
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| 82.has a policy that enables people from minority groups to achieve progression in employment in the company and to receive training and promotional opportunities without discrimination |
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| 83.recognises that there may be particular barriers to the full participation of people from minority groups and takes positive action to diminish these barriers within the company |
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| 84.publicly discloses information on the diversity of its entire workforce, including the number of employees by gender, disability and racial/ethnic origin, at every level of the company, including at senior management level |
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| 2.3.3 Persons with Disabilities |
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| 85.ensures that persons with disabilities who apply for jobs with the company receive fair treatment |
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| 86.values persons with physical, sensory and/or mental disabilities as full participants in the company workforce |
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| 87.has a policy of employing people with disabilities and of providing the resources and facilities, which enable them to achieve progression in employment in the company and to receive training and promotional opportunities without discrimination |
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| 88.continues to employ persons if they have become disabled, and provides the modifications necessary to enable them to continue at the previous status |
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| 89.provides training for all its employees about hiring and accommodating persons with physical and/or mental disabilities |
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| 90.recognises that there may be particular barriers to the full participation of people with disabilities and takes positive action to diminish these barriers within the company |
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| 91.does not exploit children as workers |
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| 92.does not employ, in a full-time capacity, in its own workplaces or in that of its subsidiaries and suppliers, any child under the age of completion of compulsory schooling and, in any case, less than the age of 15 years |
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| 93.has a precise statement regarding the employment of children and young people |
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| 94.makes this policy publicly available and clearly communicates it throughout the company and its suppliers in the languages of all workers |
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| 95.employs workers who choose to be employed by that company |
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| 96.does not use any forced labour, whether in the forms of prison labour, indentured labour, bonded labour, slave labour or any other non-voluntary labour |
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| 97.has a clearly stated policy with regard to the monitoring of the employment of people under duress |
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| 98.takes immediate steps to rectify the practice and to provide for the rehabilitation of the workers involved, if it is discovered that any workers have been employed under duress |
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| 99.is responsible for the labour, social and environmental conditions under which and in which its products and services are produced, provided, advertised or marketed under licensing agreement |
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| 100.affirms the concept of joint responsibility with suppliers for the additional costs of compliance with ILO labour standards, national law and the company’s code of conduct |
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| 101.adopts a fair pricing policy that enables the supplier to meet its obligations to labour, social and environmental standards |
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| 102.develops long-term business relations with its supplier in which job security of workers is considered |
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| 103.accepts the role of workers and unions as monitors of workplace conditions |
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| 104.accepts independent monitoring of its suppliers and/or vendors to supplement its internal monitoring of code compliance |
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| 105.provides regular reports to all stakeholders that are independently verified on a plan detailing how the company and the suppliers have shared responsibility for compliance |
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| 106.insists on honesty and integrity in all aspects of its business, wherever business is conducted |
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| 107.does not offer, pay, solicit or accept bribes in any form |
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| 108.is committed to transparency in all its accounting and financial reporting statements and communications with shareholders through its compliance with independent auditing and financial reporting principles |
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| 109.has financial reporting policies, procedures and practices to ensure that the financial position of the company is fully disclosed to all stakeholders |
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| 110.ensures that all transactions on behalf of the company are appropriately described in its accounts in accordance with established procedures which are subject to audit |
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| 111.ensures that socially responsible initiatives are decided upon and agreed by all stakeholders, and that the consultation process is inclusive and exhaustive |
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| 112.recognises that its directors and employees have a central role in upholding the company's ethical standards and codes of conduct |
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| 113.directly addresses issues of justice in line with criteria developed and endorsed by workers and stakeholders as an expression of its financial, social and environmental reporting |
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| 114.provides training for its directors and employees regarding ethical issues, corporate social responsibility issues and codes of conduct |
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| 115.has a mechanism to address ethical issues of concern raised by employees |
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| 116.ensures that employees who raise issues of concern do not suffer negative repercussions |
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| 117.governance structure is based on ethical values, including inclusivity, integrity, honesty, justice, transparency and responsiveness to shareowners and stakeholders |
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| 118.governance reflects its obligations to its stakeholders in the social, environmental and financial arenas |
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| 119.Board of Directors is characterised by independence, willingness to ask hard questions, diversity of membership, transparency of decision making and accountability |
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| 120.executive compensation and bonus packages are tied to financial, social and environmental performance and are in alignment with community expectations of fair and reasonable compensation |
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| 121.communicates to its shareholders and stakeholders its plans and strategies for business acquisitions, mergers and restructuring |
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| 122.has a Board of Directors that demonstrates diversity (gender, ethnicity, age, background, employee) and includes a majority of independent/non-executive directors |
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| 123.has top managers who report regularly on the ethical issues and corporate responsibilities and programmes and a full report is made public annually |
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| 124.makes information, which enables shareowners/shareholders to understand corporate compliance with CSR principles/codes, fully available to the public in an easy accessible manner |
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| 125.neither restricts nor obstructs the legal rights of shareowners /shareholders |
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| 126.ensures shareowners’/shareholders' participation and rights to information while protecting other interested and affected parties |
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| 127.observes a code or codes of best practice or has drawn up its own comprehensive corporate code, which includes guidelines for corporate governance |
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| 128.informs its shareholders through reports and meetings about significant violations of corporate policies or codes of conduct |
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| 2.9 JOINT VENTURES / PARTNERSHIPS / SUBSIDIARIES |
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| 129.takes into account the ethical as well as the financial implications when entering into joint ventures and partnerships |
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| 130.with its associated companies, divisions, units and subsidiary companies abide by the same codes of ethics and conduct as the parent company as a minimum standard |
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| 131.recognises that unethical behaviour by joint venture and other partners reflects on its own reputation and integrity, and the company has a mechanism to address such unethical behaviour |
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| 132.has a clearly stated policy for monitoring the application of codes of ethics and conduct by licensees and franchisees |
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| 2.10 CUSTOMERS & CONSUMERS |
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| 133.adheres to international standards and protocols relevant to its products and services |
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| 134.is committed to a marketing policy whereby it does not produce goods and services under conditions where human rights, labour rights, and internationally recognised environmental standards are violated |
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| 135.ensures that its products and services meet customer requirements and product specification |
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| 136.is committed to marketing practices which protect the health and safety of consumers |
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| 137.is fully committed to fair trading practices |
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| 138.ensures that all advertisement and labelling of products or services is complete, fair and honest |
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| 139.ensures that it does not market products or services in such a way as to cause harm to the environment or to consumers |
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| 140.ensures that products or services marketed globally have clear, specific warnings in the appropriate local language, about their possible dangers to the consumer |
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