CSR for Small Businesses

88% of employees say they’re more engaged when their company has a clear social mission. Yet, only 35% of companies let employees drive those impact programs. Most businesses think CSR = a generic company donation or an annual volunteering day. But employees want more. They want to choose causes that actually matter to them. Why this matters: Employees who feel aligned with their company’s values are more engaged, productive, and loyal. Team-led initiatives foster a sense of ownership and purpose. 1. Ask your team. Run a simple survey to find out what causes they care about most. 2. Start small. Launch a pilot program where teams can pick their own volunteering or giving initiatives. 3. Make it ongoing. Social impact shouldn’t be a “once-a-year” thing. Build it into your company culture. When you let your employees lead the way, engagement isn’t forced, it’s natural. Stop guessing. Start asking. Then, act. With purpose and impact, Mario

Engagement for Sustainability Goals For sustainability efforts to thrive, companies need to think about their customers, employees, and the communities they operate in. Engaging stakeholders from the start leads to more rewarding, sustainable, and successful programs. Key Strategies for Engagement: 1. Connect and Empower: Engage your workforce from day one by tapping into their collective intelligence. Encourage buy-in, ownership of goals, and partnership. Empower customers, suppliers and employees to contribute ideas and take individual actions towards sustainability. Scope 3 emissions represent about 70% of an organization's emissions (Deloitte); imagine your customers and suppliers contributing ideas & action. 2. Green Loyalty Programs: Draw inspiration from other loyalty programs. Modernize this approach by creating dynamic programs that reward sustainable actions, such as incentivizing carbon offset purchases (think some airlines offering one a chance to offset your flight's emissions). 3. Foster Community: In today’s isolated work-from-home environment, building a sense of community is crucial. Create opportunities for customers, employees and others to engage in outdoor activities, nature-based learning, and volunteer programs focused on sustainability. Come build a trail at one of our Scout Camps! 4. Continuous Learning: Encourage ongoing education about sustainability within your organization. Provide resources and training to keep sustainability top-of-mind and ensure everyone is informed and motivated. Offer your own LinkedIn badge to those who complete courses. Imagine if a major corporation like Microsoft offered LinkedIn sustainability badges - how many thousands of customers and employees would be displaying proudly! 5. Wellness: Tie in the concept of healthy people and a healthy planet. Change behaivors toward conservation and sustainability by unlocking personal wellness opportunities.... “tend” to both human and environmental health. Engagement is the driving force behind achieving and sustaining environmental goals. Let’s embrace it as the new currency for sustainable operations.

Using a “start from where you are” approach as a leverage point for change: Any event, board meeting, workshop, group activity is an opportunity to showcase a shift in environmental practices, especially those with large numbers of attendees. For instance, a zero waste event can serve as a powerful platform for promoting environmental behavior change and raising awareness about the importance of adopting new behaviors. Use the activity to set a precedent for your company/school/government agency/organization and showcase your willingness to make a difference! For instance, practical steps to organize a zero waste event: 1. Set Clear Goals: Define specific and achievable zero waste goals for your event. Aim to minimize (or eliminate!) waste sent to landfills and maximize reuse, composting, and recycling. 2. Engage Stakeholders: Involve event organizers, vendors, sponsors, and attendees in the zero waste initiative. Use it as a way to build local relationships with businesses aligned with your values and/or get businesses you already work with on board to embrace sustainable practices and zero waste goals. Provide vendors with guidelines & support on waste reduction. 3. Waste Assessment: Conduct a waste assessment to identify the types & quantities of waste typically generated at similar events. This analysis is for tailoring your zero waste strategy. 4. Waste Reduction Strategy: Develop a comprehensive waste reduction strategy. Focus on reducing/eliminating single-use items and promoting reusable alternatives. 5. Recycling and Composting Stations: Set up clearly labeled reuse, recycling and composting stations throughout the event area. Make it easy (and fun!) for attendees to sort their waste properly. 6. Educational Signage and Outreach: Place educational signage throughout the event (learning opportunity!), explaining the zero waste initiative and guiding attendees on how to participate actively. 7. Volunteer Training: Train volunteers to assist attendees at waste stations. Watching others demonstrate and seeing others engaged in waste brings other people onboard 8. Collaborate with Local Waste Management: Work with local waste management companies to make a plan for waste diversion. 9. Post-Event Evaluation: Assess the success of the zero waste initiative. Analyze waste diversion rates, collect feedback from attendees and vendors, and identify areas for improvement. 10. Publicize Success Stories: Share achievements and positive outcomes of the zero waste event with the community and stakeholders. Celebrate your collective effort towards sustainability! 11. Continued Engagement: Encourage ongoing environmental practices beyond the event. Provide resources, tips, and educational materials to help attendees adopt sustainable practices in their daily lives. *Reach out if you have questions! #waste #ecoconscious #zerowaste #ecoliteracy #sustainabilityleadership #behaviorchange #environmentaleducation #sustainablebusiness

You likely don’t know the name Lena Bryant. That’s likely because a banker misspelled her name on a loan application back in 1907 and her business became known as Lane Bryant. Lena was a Lithuanian immigrant who came to the US as an orphan at age 16. She made her living as a seamstress and then married and had a child. When she was widowed, she went back to sewing women’s clothing and built up her business. When I teach about foundation history, I often use Lena as an inspiring example of early philanthropy. Here are 3 reasons: — Her business itself was a social enterprise. She designed and sold the first commercially available maternity outfit ever, at a time when pregnant women weren’t supposed to show themselves in public. It was a dress with a pleated skirt and elastic waist, and it was a big hit with women who heard about it. But in the early days of Lane Bryant, newspapers wouldn’t run their ads because it was too scandalous to talk about maternity anything! When she (and her new husband Albert) finally got the New York Herald to run an ad their entire stock sold out the next day. (Later, she heard from women who were frustrated that there was no ready-made clothing in large sizes. To meet their needs, Lena and Albert measured 4500 curvy women to develop a sizing system that actually reflected women’s bodies. Lane Bryant became known as a retailer of plus-size fashion, and they are still a leader in the market today.) — She integrated philanthropy into the business. For example, she partnered with the Red Cross to get clothes to victims of disaster. And after World War II the stores became clothing donation centers to benefit displaced people in Europe. — She was a successful businessperson who was known for treating others with dignity and respect. That included being a trailblazer in employee benefits. The company offered its employees a profit-sharing program, a pension program, disability and life insurance plans, and fully reimbursed doctor and hospital bills. When the company went public, 25% of the stock went to employees.  Basically, Lena Bryant was practicing full on corporate social responsibility WAY before it was a thing. And her example provides a wonderfully stark contrast to other philanthropists of her era who were untroubled by earning money in exploitative ways and then being celebrated for their giving. Lena Bryant inspires me as a foremother in our field -- and also as a person who creatively and generously used her talents to help others. #GivingIsHereForGood #FreedomToGive #ImmigrantsWeGetTheJobDone

#HiveMind: Where are locals leading the charge in revitalizing their own communities? One of the most vivid examples I’ve seen is Bellefontaine, Ohio. Fifteen years ago, its downtown was in particularly rough shape. 80% of storefronts were vacant, and many historic buildings were in great disrepair. That’s when Jason Duff, a local who grew up in the area, made a decision: nobody else would lead the change, so it was on him. Through his company Small Nation, he and his team started buying up properties, recruiting the right small businesses, mentoring local entrepreneurs, and creating an entrepreneurial ecosystem. They also worked with the City to change outdated rules on things like outdoor seating and parking limits. They did more than restore buildings; they rebuilt confidence, momentum, and pride. Today, at least 56 buildings are active again. Dozens of unique local businesses have been started. The downtown is a magnet for events, commerce, culture and community life. It’s become a case study in what happens when people believe in a place and act accordingly. Of course, most places don’t have a Jason Duff, or the resources to do that much that quickly. But plenty have local people who’ve stepped up in response to decline, disinvestment, or neglect. People who took the lead anyway and started moving things forward. I’m gathering examples, whether they’re fully scaled like Bellefontaine or built slowly through small wins and limited budgets. I want real, inspiring stories from real places. I'll use these in presentations, toolkits, and client work. If you’ve seen something worth sharing, drop it in the comments or DM me directly. Photo: Rainbow Row, Bellefontaine, Ohio Source: Small Nation

It's a stressful, difficult time for many people, with all the chaos being unleashed from the White House. But I am interested in how businesses are fighting back, and trying to bring some good into the world. One story that warmed my heart comes from the women's workwear label M.M.LaFleur. 👩🏾💼 The brand specializes in creating outfits for women who still have a formal dress code at work--and politics is among those industries. So it has built profound relationships with customers in Washington, D.C. 👩💼 Now, thanks to Elon Musk and the DOGE mass layoffs in the federal government, many of these women are out of jobs. They're very worried, and for the first time in many years, they will need to start interviewing for new jobs. M.M. LaFleur is now trying to provide very tangible help. 👩🏽💼 Customers can come into the store to have their headshots taken (complete with makeup touchups and professional styling with M.M. LaFleur clothes). They are bringing in career coaches to do resume reviews, and to give talks about how to present yourself on the job market. Sarah Miyazawa LaFleur, founder and CEO, says that these efforts are an important way to stay connected to customers. But they also have the effect of keeping employees engaged, because they feel like they are doing more than selling clothes, but empowering women. At this chaotic time, CSR efforts aren't just about what you can do abroad, but what you can do to help hurting Americans here at home.

Tara Turk-Haynes posed a question this morning: "What are you prepared to do to build a healthy strong organization full of people who are treated fairly and an environment of trust?" Reactions from my People Ops gut: 💰 Compensation Pay a livable wage that isn't dependent on overtime. Set clear compensation bands and educate your team on how to progress through them. Regularly evaluate your practices to see who is getting increases when, how often and how much. Share data reviews to stay accountable. ⚕️ Benefits Start with selecting the best options you can. Look for ways to support care that fall outside of your benefit plans. Flexible ways to spend health care money, travel support, and getting creative will help a lot of people. 🤓 Data Collection & Storage Recognize some employees may no longer feel safe sharing all of their identity in systems of records. Be open about the data you collect, how it's being protected and how it will be used. Seek answers in the right approach from your ERGs. 🌱 Growth, Development, Opportunities Review your reviews. Competency based frameworks, clarity on expectations, objective evaluation metrics. Dissect your practices from top to bottom to root out biases and approached that have disparate impact. 🌈 Invite Criticism Curate opportunities for folks to give feedback on your practices and their experience. Seek out opinions from traditionally under valued communities and build action plans based off of them. 🫶 Give Back Set a vision for your corporate and social responsibility. Align business goals, programs or initiatives in a way that reinvests in the right future for the humans in your business today and tomorrow. 💡 Bonus, cause HR gonna HR - write it all down in an open and collaborative document. Keep people on the same page, literally, about what you're doing. Ok, your turn: What are you going to do? What do you want to see? What do you need?

As the founder of Roundglass, I understand that investing in employee wellbeing is not just a nice-to-have, but an essential aspect of building a sustainable organization. That's why developing a comprehensive wellbeing plan for our employees is a top priority. Here's why: 1. Nurturing a Thriving Work Culture: Our employees are our most valuable asset. By investing in their wellbeing, we create an environment where they feel valued, motivated, and inspired to do their best work. 2. Driving Innovation and Creativity: A wellbeing plan encourages employees to bring their whole selves to work. When employees feel supported and cared for, they are more likely to think creatively, take risks, and contribute innovative ideas. 3. Attracting Top Talent: A robust wellbeing plan sets us apart as an employer of choice. Prospective employees are drawn to organizations that prioritize their wellbeing, offering a work environment that promotes work-life balance, mental health support, and personal growth opportunities. 4. Boosting Employee Engagement and Productivity: When employees feel their wellbeing is a priority, they are more engaged and committed to their work. A comprehensive wellbeing plan that addresses physical fitness, mental health, stress management, and work-life balance helps employees thrive, leading to increased productivity and overall job satisfaction. 5. Fostering a Sense of Purpose and Meaning: Our wellbeing plan goes beyond physical health. It encompasses programs that support personal growth, mindfulness, and purpose-driven work. By aligning our employees' values and passions with their work, we create a sense of purpose and meaning that fuels their motivation and dedication. In conclusion, developing a wellbeing plan for our employees is not just a business strategy; it's a reflection of our commitment to creating a thriving work culture that supports and values our employees' physical, mental, and emotional health. #employeeengagement #wellbeing #workculture #innovation #productivity #talentattraction

Hustle culture is killing your business. We glorify the grind, the all-nighters, the stress. We equate exhaustion with dedication. But here’s the truth: innovation—the lifeblood of thriving businesses—doesn’t happen when employees are running on empty. It flourishes in environments where employees feel valued, supported, and, most importantly, well. The equation is simple: well-being fuels creativity, and creativity fuels innovation. According to the McKinsey Health Institute’s 2023 survey, employees who work for companies that prioritize well-being reported better health, improved job performance, and a marked increase in innovation. A well-rested, mentally healthy employee is far more likely to think outside the box, engage in creative problem-solving, and generate the game-changing ideas we all crave. Companies with high employee well-being scores consistently outperform their peers. They attract top talent, retain their best people, and foster environments where innovation thrives. Workplace well-being isn’t just a “nice to have.” It’s a strategic decision.  Here are real, actionable ways to cultivate an environment where well-being drives creativity and innovation: ✅ Invest in mental health support – Mental health is health. Provide access to mental health resources, coaching, and proactive support. Employees facing personal or professional stress are less likely to think creatively if they’re spending their energy just trying to cope. ✅ Encourage breaks and PTO – Rest isn’t a reward; it’s a necessity. Leaders should actively encourage employees to step away from work, take vacations, and recharge without guilt. Well-rested employees return with fresh ideas and renewed energy. ✅ Create space for deep work and reflection – Constant meetings and interruptions kill creativity. Give employees time to think, experiment, and problem-solve without pressure. True innovation happens when there’s room for exploration, not just execution. ✅ Make well-being leadership-driven – Employees take cues from leadership. When executives openly prioritize their own well-being, it sets the tone for the entire organization. ✅ Foster psychological safety – Employees need to feel safe to voice new ideas and challenge the status quo. Create a culture where taking smart risks is encouraged—not punished—because that’s where the best ideas are born. ✅ Recognize and reward well-being habits – Don’t just celebrate output. Acknowledge employees who prioritize balance, collaboration, and creativity. Innovation isn’t just about working harder—it’s about working smarter. At Humankind, we believe that well-being isn’t a perk—it’s the foundation of a thriving, innovative workforce. When employees are well, they think well. They collaborate better. They bring fresh ideas to the table. It’s time to shift the mindset: Innovation doesn’t come from burnout. It comes from a workforce that is supported, engaged, and well. #EmployeeWellbeing #Innovation #Humankindforall

A Company with a Heart Today, I met an extraordinary company that truly left an impression. They have forty-eight employees, each of whom receives an extra $100 at the end of their paycheck. This money isn’t part of their salary. Instead, it’s a special amount meant solely for charitable donations. Every employee gets to choose a charity they care about and contribute this sum, fostering a culture of generosity and community spirit. This practice exemplifies corporate social responsibility in the most personal and impactful way. The owner, now in his mid-80s, is selling the company and wanted this charitable contribution to be a condition of the sale, ensuring each employee continues to receive this amount.