SDG Corporate Workshop: Business benefits of employee engagement - - PowerPoint PPT Presentation

SDG Corporate Workshop:

Business benefits of employee engagement and corporate giving

Presented by Amanda Goldberger

SDG Corporate Workshop

Business benefits of employee engagement and corporate giving

You could derive more value from your giving. Programs that demonstrate impact have the potential to:

• Increase revenues by increasingly loyalty and recommendation to others
• CVS Health’s revenue rose 9.7% after launching and measuring impact of its community

health program

• Enhance the firm’s brand and reputational value
• Unilever saw a 10% increase in sales among brands that added social purpose to their

approach

• Increase employee engagement and reduce staff turnover rate
• IBM realized a 1% rate of turnover among employees engaged in its Corporate Services

Corp program versus its regular staff turnover rate of 12%

Source: IO Sustainability and Babson College, “Project ROI: Defining the competitive and financial advantages of corporate responsibility and sustainability.” 2015

Americans value their employers’ giving habits.

72% of employed Americans trying to decide between two jobs offering the same location, job description, pay, and benefits would choose to work for the company that also supports charitable causes.

72%

SDG Corporate Workshop

Starting point for measuring corporate giving

Strengthen pathways for STEM careers

Illustrative

 First step: Articulate your company’s corporate giving in a coherent structure with an overarching vision or goal and what giving areas or issue areas your company cares about.

Improve health and wellness for vulnerable people Build the local community Creating a stronger tomorrow

Vision Impact Areas

SDG Corporate Workshop

Starting point for measuring corporate giving

Vision Impact Areas

• What is your company’s overall vision? This can be the same or different than the corporate one.

Remember that giving should feel like a natural extension of the company.

• What are your company’s impact areas?

Impact Area 1 Impact Area 2 Impact Area 3

SDG Corporate Workshop

Starting point for measuring corporate giving

Illustrative

 Second step: Flesh out your strategy in each issue area with (1) a clear issue area goal, (2) programs or activities that will help your company realize the goal, and (3) select metrics that your company truly cares about under the goal. Issue Goal Approach Strengthen pathways for STEM careers Key Metrics Programs/Activities

• STEM-specific program
• Local STEM grants
• Employee engagement
• Fellowships

Increased interest in STEM

%

Increase in youth reporting interest in STEM

Improved student readiness

%

Increase in STEM achievement

Increased persistence in STEM education and careers

%

Increase in STEM enrollment

SDG Corporate Workshop

Starting point for measuring corporate giving

Think about one of your company’s giving areas; what is your goal in this area? What programs/activities do you do within this giving area? What results do you care about and how can you turn them into data? Issue Goal Approach Key Metrics Programs/Activities Metric 1 Metric 2 Metric 3

SDG Corporate Workshop

Ideas for measuring business benefits of corporate giving

Measuring brand/reputation:

• Survey key stakeholders regarding awareness of company’s community programs and feelings

toward company

• Track media impressions

Measuring impact on sales and market growth:

• Measure sales in one area where there is strong awareness of company’s community programs
• r areas where the program is implemented versus another area with low awareness or no

program

• Track whether there is an increase in sales in a market where a program has focused

Measuring increase in license to operate:

• Assess times for getting approvals or permits in one area with a strong program versus another

without a program presence

• Track media impressions

SDG Corporate Workshop

Starting point for measuring employee engagement

Approach Key Metrics Programs/Activities

• Skills-based volunteer
• pportunities
• Board match program
• Group volunteer days
• PTO for volunteering
• Employee match
• …
• 1. Launch employee engagement programs that are relevant for your particular staff
• 2. Identify select metrics to measure

Employees donating dollars

% $

Employees participating in the match program and dollars raised

Employees volunteering time

% #

Employees volunteering and hours dedicated

Employee pride in Company

% #

Increase in pride in working at Company due to its role in the community Illustrative

SDG Corporate Workshop

Starting point for measuring employee engagement

Illustrative

Approach Key Metrics Programs/Activities What programs/activities does your company offer for employee engagement? What results do you care about and how can you turn them into data? Metric 1 Metric 2 Metric 3

SDG Corporate Workshop

Ideas for measuring business benefits of employee engagement

Annual survey:

• Include relevant questions in an annual staff survey to understand awareness of CSR efforts and

how giving/employee engagement influences their satisfaction Staff interviews:

• Interview incoming staff to understand how much giving/employee engagement played a role in

accepting offer

• Interview outgoing staff to understand how much a lack of giving/employee engagement played

a role in leaving and how much new company’s giving/engagement played a role in taking their new job HR systems:

• Track turnover and other HR metrics between employees who are aware of programs, who

engage in programs, and those who are not aware and do not engage

• Metrics: turnover %; time to fill roles; # and strength of applicants

Appendix

The following slides provide an illustration of potential impact metrics for a STEM program and employee engagement

SDG Corporate Workshop

Starting point for measuring corporate giving (outputs)

What proportion of K-12 giving is for STEM vs. non- STEM programs?

• $ of K-12 giving allocated to

STEM programs

• $ of K-12 giving for non-STEM

programs 80% of K-12 giving is for STEM Internal database Annual How many youth and teachers are we serving compared to expectations?

• # youth served / expected
• # teachers served / expected

100%+ of our expectations Internal database Annual What proportion of students do we serve from populations facing high unmet needs?

• # of Title 1 schools served /

expected

• # of public school districts

served / expected

• # and % of students from Title

1 schools in STEM programs across relevant grantees 100% of expectations Orgs serving youth have 50%+on free / reduced lunch Internal database Annual Learning Question Desired Target Frequency Data Source Indicators

Illustrative

SDG Corporate Workshop

Starting point for measuring corporate giving (outcomes)

To what extent are local students that participate in client-funded STEM programs… More interested in STEM as an educational and career path? Increased student interest in STEM education and careers

• % youth who report increased interest

in learning and science

• % of youth who report increased

awareness and interest in pursuing a STEM career 3rd party evaluation Bi-annual More equipped to succeed in STEM educational and career paths? Improved student readiness for and ability to succeed in science classes

• % of youth who report increased

resilience and GRIT skills OR % of teachers or caregivers who report youth demonstrating increased resilience and GRIT skills

• % of youth who demonstrate stronger

academic achievement vs. non- participant youth 3rd party evaluation Bi-annual Persist in STEM majors and careers? Increased persistence in STEM educational pathways and careers

• % of youth who enroll and persist in

college-ready science courses vs. non- participant youth 3rd party evaluation Bi-annual Learning Question Indicators Frequency Data Source Desired Outcome

Illustrative

SDG Corporate Workshop

Starting point for measuring employee engagement (outputs)

To what extent are we increasing the number of volunteers and volunteer hours dedicated to local sites and programs?

• # of employees volunteering by

year

• # of volunteer hours by year

10% increase in volunteers and volunteer hours annually Internal database Annual To what extent are volunteer mentors proud to be an employee of client due to their involvement in {Program}?

• # and % of volunteers who feel

their involvement in {Program} makes {Company} a great place to work 100% of volunteers Employee survey Annual How many and what percentage of volunteer mentors believe that they increased skills and knowledge due to their involvement in {Program}?

• # and % of volunteers who

agree that their involvement in {Program} enhanced their skills and knowledge 80% of mentors Employee survey Annual Learning Question Desired Target Frequency Data Source Indicators

Illustrative