Cisco builds a culture of social responsibility and community engagement through their Community Impact Portal. Through the Portal, employees can participate in a range of activities that create positive value for the community, such as volunteering, donating, and advocating for causes they are passionate about. Cisco’s intranet then displays the level of each employees participation, the level of their team, and the company as a whole. The platform also sends reminders and suggestions about how the employee can bring a positive value to the community. This approach allows progress to be measured, and brings accountability to all levels of the organization.

We like BP’s specific focus on mental health, and creating “culture of care” for its workforce. BP has set a goal for 100% of managers to be trained on mental health awareness by 2025. The training provides the tools and confidence for mangers to discuss mental health issues with their teams. Donations by senior executives to mental health charities was made a priority. During covid, the company increased its online support for remote staff by offering forums on coping with anxiety, loneliness, change, and decreasing work-related fatigue. BP arranged many company-wide activities in support of World Mental Health Day.

Two additions to Citi’s Talent & Diversity programs help create a culture of corporate social responsibility throughout the organization. First, employees having at least five years of tenure are eligible for a 12 week sabbatical to pursue personal interests, extended travel, work with charitable organizations, or simply take time off. Employees receive 25% of their base pay during the sabbatical period. Second, Citi also allows employees to spend up to four weeks working with a charitable organization while still receiving up to 100% of their base pay. These types of activities should provide the time and resources for employees to pursue charitable activities.