more than talk: case studies on hr incentives facilitating corporate sustainability agendas

More than Talk: Case Studies on HR Incentives Facilitating Corporate Sustainability Agendas

Ellen Weinreb, Weinreb Group Sustainability Recruiting Andy Broderick, Vancity Jonathan Atwood, Unilever Suzanne Fallender, Intel

Sustainability & Employee Engagement

Suzanne Fallender Intel Corporation June 4, 2013

Intel's Vision

This decade we will create and extend computing technology to connect and enrich the life of every person on Earth

2 Copyright © 2013 Intel Corporation. All rights reserved. Intel and the Intel logo are trademarks or registered trademarks of Intel Corporation or its subsidiaries in the United States and other countries. .

What motivates

your employees?

Copyright © 2013 Intel Corporation. All rights reserved. Intel and the Intel logo are trademarks or registered trademarks of Intel Corporation or its subsidiaries in the United States and other countries. .

3

Intel Employee Engagement Model for CSR/Sustainability

!! "#$%&'($%)*+#$,*-+.+,#/*.$'($%&+0*,12%03-%.*4*0,56%#.(3,#*

!!7,558#+0(3,#*(#)*%569,:%%*%)80(3,#*;%('#**

!!<,18.$*%569,:%%*-,98#$%%'*4*'%0,&#+3,#*6',&'(5.*

!!=8#)+#&*+##,-(3-%*%569,:%%*+)%(.*>0$*

!!?866,'$*@&'%%#*$%(5.A*

!!B56,C%'*%569,:%%.*$D',8&D*.,0+(9*5%)+(*?D('%*

Copyright © 2013 Intel Corporation. All rights reserved. Intel and the Intel logo are trademarks or registered trademarks of Intel Corporation or its subsidiaries in the United States and other countries. .

4

Linking Compensation

!!Corporate governance topic on linking CSR with executive pay

!!Intel “Employee Bonus” – variable compensation plan for all levels of employees and executives !! absolute and relative financial performance

!! company-wide operational goals

!!2008: Incorporated environmental metrics into operational goal component for the first time

!!2009-2012: Adjust specifics metrics each year based on priorities and needed action

Sustainability in Action Program

•! Fund innovative employee ideas and projects •! Incentives: funding opportunities, rewarding projects

recognition •! Examples: bee boxes, speaker series, café waste

composting, algae biofuel, “Valley of the sunflowers,” pencil boxes from waste

Engagement in Education Initiatives

Intel Int’l Science & Engineering Fair

•!Employee volunteers serve as judges and volunteers in science fairs around the world

“Girl Rising” and 10x10 action campaign

•!Intel employees hosted film screenings/volunteered with partner NGOs to advance education and technology access for girls and women

Intel Education Service Corps

•!Employee teams travel to install Intel-based classmate PCs and train teachers and students in partnership with local NGOs in developing markets

7 Copyright © 2013 Intel Corporation. All rights reserved. Intel and the Intel logo are trademarks or registered trademarks of Intel Corporation or its subsidiaries in the United States and other countries. .

Questions

For more information, please visit: www.intel.com/go/responsibility http://blogs.intel.com/csr

Follow us on Twitter: @intelinvolved

values-based banking

incentives and impact

Vancity History of “Firsts”

1961: Vancity lends to women without a male

co-signer.

1981: Elects first female board member.

1986: Canada's first socially responsible mutual fund.

2008: Vancity is carbon neutral.

2002: First FI to market to gay and lesbian

community.

2011: Largest in Canada to adopt Living

Wage policy.

7

We orient and on

board to Vision

We screen for skill;

hire for fit

We lead to vision

!"#$%&''())*+,-),-'))

.+/-,),0$'1,2))3'-04+%5.()016))

#%,'170$),%)$'0.1)!"#$%&'$%&(()&#*'+%,-*)'.&/"'%&'$%,'0"&-$*'+%1"-%)2(#"3))4%

5)&$)-4%&-)%&66"7'.&0#)%1"-%#)&$*'+%."%8*4*"'%

Recruit, Onboard and Lead to Vision

At Vancity: the behaviours we demonstrate to

Redefine Wealth

!"#$%&#'(!"#$%&'()#*+#,$-%.))-,$/&*$$/0.).1#-$$2'$-##$0#3'&*$4'&-25/.&2-$/&*$0#$05/6#$#&'7+"$2'$

*'$2"#$5.+"2$2".&+$.&$2"#$0#-2$.&2#5#-2-$'8$9#90#5-$/&*$2"#.5$4'997&.1#-$

!"))*+&%('"(",-(!"..&/01&(2,//&33(!"#$%&'()#*+#,$-%.))-,$/&*$/0.).1#-$2'$7&*#5-2/&*$/&*$*#9'&-25/2#$2"/2$-744#--$.-$/$

4'))#416#$#:'52$/&*$5#/)$.9;/42$.-$0#-2$/4".#6#*$2"5'7+"$2"#$;'(#5$'8$<(#=$

4&.&15#'(5#%(!"##&/'&%(!"#$$%&'()#*+#,$-%.))-,$/&*$$/0.).1#-$2'$25/&-)/2#$5#)#6/&2$-'4./),$#4'&'9.4,$

#&6.5'&9#&2/)$$/&*$;').14/)$/-;#42-$'8$'75$)'4/)$/&*$+)'0/)$4'997&.1#-$/&*$+#&#5/2#$

.&-.+"2-$2'$-#56#$9#90#5-$0#>#5$

Program Overview

!"#$%$ !"#$&$ !"#$'$ !"#$($ !"#$)$

!"#$%&"' !()&'*+' ,"-.%/(#'

0)(/$1'

2.3.4'

5"6)."7'0)(/$1'

8.3.43'

2(/$.49'0"1(8.%*)3'

:%%+")(;8"'<%="#' 0*3./"33'<%="#' :%&&*/.49'

>&+($4':)"=.4'?/.%/3'@'2(#*"3A

0(3"='0(/B./-''

2.3.%/' C)%-)(&':#%3"'

D*/$1'+)%8.="='

E:(4")"=F'

D*/$1'6)"(B' D*/$1'

6)"(B'

D*/$1'+)%8.="='

E%G3.4"F'

D*/$1'+)%8.="='

E:(4")"=F'

:%&&*/.49'

>/8"34&"/43''

:%&&*/.49'

5.8")3.49'

,"-.%/(#'

+()4/")'

8.3.4'

5"$.3.%/'

<(B./-'

!"#$%&'"$()*+H'

I"J/-'K4()4"='

:%&&*/.49'8.3.4' C(9&"/4'

K%#*;%/3L<K:'

8.3.4'EMNO'

P")&./(#F'

Organizational Targets

What’s required to Redefine Wealth

12

!"#"$%&'(%&)(

*+&&",'")(

-"%)"./012((

What do we look for?

When we select we assess for:

•! Research •! Experience

•! Technical

Representative of our diverse membership

Passionate about the

Community & our Vision

•! Culture Fit

•! Career Development •! Member-Led

Innovation

How do we screen candidates?

We ask various assessment questions:

•! What does Make Good Money™ meant to you? •! What does Building Healthy Communities mean to you?

•! What does Redefining Wealth mean to you? •! What inspires you to be your best self at work?

Cultural Assessments

Technical Assessments

Candidate Assessments

!"#$%&#'(!"#$%&'()#*+#,$-%.))-,$/&*$$/0.).1#-$$2'$-##$0#3'&*$4'&-25/.&2-$/&*$0#$

05/6#$#&'7+"$2'$*'$2"#$5.+"2$2".&+$.&$2"#$0#-2$.&2#5#-2-$'8$9#90#5-$/&*$

2"#.5$4'997&.1#-$

•! !"#$%&'()*%")*%+,$-.%*$/0&0')&%1.%0)/'23'2"+)4%%0)3(56%")"-.&0&6%70&*',%")*%$83$20$)/$%%

•! 933-.%:(*4$,$)5%;%*0&/2$+')%0)%*$/0&0')%,"#0)4%")*%1"-")/$%5<$%)$$*%5'%='--'7%*($%32'/$&&%")*%5<$%)$$*%5'%

"/5%5'%4$5%5<0)4&%*')$%0)%5<$%1$&5%0)5$2$&5%'=%'(2%,$,1$2&%;%/',,()05.%%

•! >"#$%0)='2,$*%20&#&%1.%#)'70)4%7<$)%5'%3(&<%5<$%1'()*"20$&%;%$83$20,$)5%")*%7<$)%5'%"&#%='2%"*?0/$%")*%

&$$#%/-"205.%")*@'2%$&/"-"5$%

•! A$"2)%=2',%,0&5"#$&6%"//$3+)4%/')&$B($)/$&%")*%/',,0C)4%5'%-$"2)%=2',%5<$,6%/'(2&$D/'22$/+)4%")*%

1'()/0)4%1"/#%%

•! E<"2$%&(//$&&$&%")*%-$"2)0)4&%='2%5<$%1$)$F5%'=%'5<$2&%")*@'2%5$",%%

•! G$,')&52"5$%5<$%3"&&0')%")*%/')?0/+')%5<"5%0)&302$&%'5<$2&%5'%0))'?"5$6%")*%&520?$%='2%/')+)('(&%

0,32'?$,$)5%

•! E$$#%"*?0/$%=2',%'5<$2&%")*%0&%2$&3')&0?$%5'%5<$02%=$$*1"/#6%70--0)4%5'%/<")4$%*02$/+')%7<$)%)$$*$*%%

•! H*$)+=.6%/<"--$)4$&%")*%0)I($)/$%/<")4$%5'%'?$2/',$%1"220$2&%5<"5%0)<0105%"/<0$?$,$)5%'=%%'(2%?0&0')%%

•! G$,')&52"5$%*20?$6%2$&0-0$)/$%")*%"*"35"10-05.%5'%2$/'4)0J$6%320'20+J$%;%&$0J$%'33'25()0+$&%%

•! K<"--$)4$%5<$%&5"5(&%B('6%"&#%7<.%/")L5%05%1$%*')$6%0)52'*(/$%)$7%&-")5&%")*%7".&%'=%-''#0)4%"5%5<0)4&M%/")%

,'?$%0*$"&%5'%,"2#$5%

!! 9-7".&%7"0+)4%()+-%"--%5<$%30$/$&%"2$%

0)%3-"/$%

!! N$)$4"*$@/'71'.6%2")*',%'2%%

2$/#-$&&%

!! K')=(&0)4%'24")0J"+')%20&#%")*%

3$2&')"-%20&#%%

!! K.)0/0&,%")*%&#$3+/0&,%

!! G$=$220)4%"-7".&%5'M%1$&5%32"/+/$6%

-$"*$2%2(-$&%

!! O"0+)4%='2%3$2,0&&0')%5'%"/5%

!! P-".0)4%05%&"=$6%<")40)4%')%5'%7<"5L&%

32$*0/5"1-$(

!"##$%&'()"("*+(!",,&-./&(0*--&11(!"#$%&'()#*+#,$-%.))-,$/&*$/0.).1#-$2'$3&*#4-2/&*$/&*$*#5'&-24/2#$2"/2$

-366#--$.-$/$6'))#617#$#8'42$/&*$4#/)$.59/62$.-$0#-2$/6".#7#*$2"4'3+"$

2"#$9'(#4$':$;(#<$

•! !"#$%&'()'"*+,-+*."/".&*$0*)11$2%')3,.,'4*0$(*$2'1$#"&*)%5*3"+)/,$(&*)%5*+$.5&*$'+"(&*'$*1$%&,&'"%'*+,-+*

&')%5)(5&*

•! 6%5"(&')%5*)%5*1)%*"78.),%*'+"*).,-%#"%'*3"'9""%*'+"*9$(:*$0*5,("1'*("8$('&;*'")#;*5,/,&,$%).*)%5*

$(-)%,<)=$%).*-$).&**

•! >&:*0$(;*)%5*8($/,5";*#")%,%-02.*)%5*("."/)%'*8"(0$(#)%1"*"78"1')=$%&*'+)'*,%1$(8$()'"*?+$9@*)&*9"..*)&*

?9+4@*

•! A"1$-%,<";*)%5*($."*#$5".;*"B"1=/"*1$..)3$()=$%*)&*9"..*)&*,%5,/,52).*1$%'(,32=$%*

•! C(,%-*$2'*'+"*3"&'*,%*$'+"(&*'+($2-+*1$)1+,%-;*"%1$2()-"#"%';*)%5D$(*,%/$./"#"%';*9)%=%-*'+"#*'$*&211""5*

("-)(5."&&*$0*+,&D+"(*8"(&$%).*"/).2)=$%*$(*$8,%,$%*$0*'+"#**

•! E$##2%,1)'"*9,'+*)2'+"%=1,'4;*,%/,=%-*&'(),-+'*').:;*)%5*8($/,5,%-*,%*'+"*#$#"%'*0""53)1:*)%5*1$)1+,%-*

•! F8"):*'+",(*#,%5*$%*,&&2"&;*)%5*1)..*$2'*1$%'()5,1=$%&*'+)'*,#8"5"*$2(*1$.."1=/"*&211"&&***

•! G$(:*9,'+*#)%4*5,B"("%'*,%5,/,52).&*)%5*8"(&8"1=/"&*'$*)1+,"/"*1$##$%*-$).&*

•! G$(:*'+($2-+*&,'2)=$%&*9,'+*1$#8"=%-*%""5&D8(,$(,="&*'$*)1+,"/"*)*8$&,=/"*$2'1$#"*0$(*)..*8)(="&*

•! G,..,%-*'$*#):"*8"(&$%).*1$#8($#,&"&;*)%5*82'*$9%*)-"%5)*)&,5";*'$*5".,/"(*$%*'+"*)1+,"/"#"%'*$0*

$(-)%,<)=$%).*$3H"1=/"&*

!! I$$:,%-*$2'*0$(*$'+"(&@*

)11$2%')3,.,="&*

!! >35,1)=%-*$9%*)11$2%')3,.,="&*

!! J%5,/,52).*&211"&&*)'*'+"*"78"%&"*

$0*$'+"(&*

!! J%5,/,52).,&=1)..4*"-$K5(,/"%*

!! L2(%,%-*3.,%5*"4"*'$*#,&).,-%"5*

3"+)/,$2(&*

!! M)%1,'4*?%,1"@;*8)&&,/"D)--("&&,/"*

3"+)/,$(*

!! N.,=&';*&')'2&K5(,/"%*

!"#"$%&'(%&)(*+&&",'")(!"#$$%&'()#*+#,$-%.))-,$/&*$$/0.).1#-$2'$23/&-)/2#$3#)#4/&2$-'5./),$

#5'&'6.5,$#&4.3'&6#&2/)$$/&*$7').15/)$/-7#52-$'8$'93$)'5/)$/&*$+)'0/)$

5'669&.1#-$/&*$+#&#3/2#$.&-.+"2-$2'$-#34#$6#60#3-$0#:#3$

•! !"#$#%&''()*+,+'"-)."/0)1#/+2#&')&#*)+3/+2#&')4#"5'+*6+7)8&#)-%'')92":):&#();"%28+;)<);++)/0+)1:-"2/&#8+)

"9):&#()9&8/"2;))

•! =-"/)/2+#*;)&#*)6&-;>)&#*)1*+#$9()"--"2/%#1$+;>)/"):++/):+:.+2)&#*)8"::%#1/()#++*;))

•! =+/)62+&/)8"#/+3/>)8"##+8/)/0+)*"/;)9"2)-+"-'+>))&#*)/2&#;'&/+)&:.16%"%;)&#*)80&#61#6)8128%:;/&#8+;)1#/")

'&#6%&6+)/0&/)1;):+&#1#69%')&#*)2+'+,&#/)/")/0+)/&26+/)&%*1+#8+))

•! ?;4)62+&/)@%+;$"#;>)*+:"#;/2&/+;)8%21";1/(>)&#*)2+8+-$,+)/")*1,+2;+)-+2;-+8$,+;))

•! A380&#6+)1*+&;)&#*))4#"5'+*6+>)&#*)&.'+)/")8"##+8/)/01#6;)"/0+2;)*"#B/);++)&;)2+'&/+*))

•! =0"5)+:-&/0(>)&8$,+)'1;/+#1#6>)&84#"5'+*61#6>)+3-'"21#6)&#*)2+;-"#*1#6)/")"/0+2;))

•! C+,+'"-)8'+&2)&#*)8":-+''1#6).%;1#+;;)8&;+;))

•! =++4)"%/)&#*),&'%+)*1,+2;1/(>)8":-'+:+#/&2();41'');+/;)&#*)8"#/2&2()"-1#1"#;)

•! =0"5)"-+##+;;)&#*)0%:1'1/(7)1;)8&#*1*)&."%/);+'9>)2+&801#6)"%/)&#*);+'9D*1;8'";1#6)/").%1'*)/2%;$#6)

2+'&$"#;01-;))

•! ?8/)51/0)1#/+621/().()4++-1#6)8"#E*+#8+;>)&*:1F#6):1;/&4+;>)&#*)-2+;+#$#6)/0+)/2%/0)1#)&#)&--2"-21&/+)&#*)

0+'-9%'):&##+2)

!! G&,1#6),1+5;)&#*)-+2;-+8$,+;)'1:1/+*)

/")("%2)&2+&)"9)+3-+2$;+)

!! H+80&#1;$8>)'1#+&2>).'&84)<)501/+)

!! I2+J%*61#6)

!! G&,1#6)&#)&6+#*&>).+1#6):&221+*)/")&#)

"%/8":+)"2).+1#6)2160/)

!! A3-+8$#6)-+29+8$"#)

!! KL",+D1#M)

!! ?;41#6)&#*)/0+#)#"/)'1;/+#1#6)

!! I&(1#6)'1-);+2,18+>)!N?)

!! !":-'1&#8+D.&;+*)

!! !"#;+#;%;).%1'*1#6)

!! O&#*":>)1#*1,1*%&'1P+*)-%2;%1/)"9)/0+)

,1;1"#)

!! O+/21.%$"#)"2)-%#1;0:+#/)"9):1;/&4+;)

!! =++41#6)/").+)%#*+2;/""*>)",+2);++41#6)

/")%#*+2;/&#*()

Why Invest….More Engaged & Productive Staff

Sources: Kotter and Husker longitudinal research of Fortune 500 companies , Gallup Research, Hewitt Report on Top 50 Companies in Canada (2006),

Alfes et al 2012 (reported in CIPD “future fit organisations” engagement research), Deloitte Research

The benefits resulting from focusing on recruitment and on boarding:

“Inspired Cultures Drive Prosperity…Inspired Leaders Drive Inspired Cultures”

Person-organization fit (values, mission and vision) is a stronger driver of engagement

than quality of line manager relationship

52% increases in retention of the right talent 60% increase in time-to-productivity

53% increase in member satisfaction 2x the level of employee engagement

Companies with strong leadership create more engaged workforces; which

outperform competitors :

Revenue grows more than 4x faster Rate of job creation 7x higher

Customer loyalty 56% above competitors Employee retention 44% above competitors

18

Vancity’s vision

redefining wealth

. . . . you can only truly prosper as an

individual if you are surrounded by and

connected to a vibrant, healthy community

that is sustainable for the long term . . . .

HR INCENTIVES PANEL Jonathan Atwood

VP Sustainable Living & Corporate Communications, Unilever

Sustainable Brands Conference, June 4, 2013

How do we Embed the

Sustainable Living Plan into

our business?

AND…

Our Goals

Our internal

Campaigns

A VIRTUOUS CIRCLE OF GROWTH

HOW IS SUSTAINABLE LIVING TIED TO REMUNERATION?

!"#$%&''()*+',&,$'(

!"#$%&'()'(

&'$'*(+*,-.)+/+(+*,-0122'33#+*-(

.')4+)/5*2'%&'65)7(

8'9':+;(

<*=+5)7(

>?)52$-5*7-&'2)1#$(

!"#"$%&#'()*+#,$!"(-./0(,$

!"#"$%&'()"#*+&!,*(-"#.(%&*"&/(,%0#(&

1,2(*3&

•! 4(,#53&*6"+*7.#8%&9:;&"#&<=>?&"2&@"/),A.(%&.A@508(8&%,2(*3&9%0@7&,%&5"%*&B/(&80(&*"&.AC0#3?&.A&*7(.#&(D(@0BE(&@"/)(A%,B"A&)#"-#,/F&&

GAE.#"A/(A*&

•! GAE.#"A/(A*&6,%&*7(&A(D*&/"%*&2#(H0(A*&A"A+IA,A@.,5&/(*#.@&@,*(-"#3&9:J?F&K2&*7"%(&@"/),A.(%L&*7(&/"%*&@"//"A&/(*#.@&6,%&A0/M(#&"2&%).55%L&5(,N%L&@"A*,.A/(A*&5"%%(%&"#&0A.A*(AB"A,5&#(5(,%(%&&