When it comes to engaging with host communities, even the best intentions can go awry without a robust process. Anglo American's award winning Socio-Economic Assessment Toolbox (SEAT) provides a structured way to work with their neighbours to improve their well-being. The attached pdf document (which can be downloaded by clicking on the 'download' link) describes: the objectives of the SEAT process the key stages and the process flow who the process is designed for the time commitment the supporting tools for each stage how the SEAT process fits within the context of a detailed socio-economic context key performance indicatorsWith this level of detail, it is clearly a good example of how to be a force for good company. You can also read an overview summary of their overall approach here.

Date: May 2004There has been a general consensus that socially responsible investing (SRI) leads to inferior, rather than superior, performance. Using Innovest’s corporate ecoefficiency scores, the authors of this report provided evidence to the contrary. They composed two equity portfolios of different "eco-efficiency" ratings and found that over the period 1995-2003 the high-ranked portfolio gave substantially higher average returns than the low-ranked one. They showed that this difference could not be explained by differences in market sensitivity, investment style, or several other factors, and so concluded that the incremental benefits of SRI can be "substantial".

Companies are responding to global competition and economic volatility by seeking to be more responsive while lowering costs. This often involves down-sizing and out-sourcing: The very things that tend to destroy the trust of employees. At the same time, workers say they want more flexibility, yet this is often perceived by business as a threat to performance. Could there be a way to reconcile these two apparently opposing forces and transform the debate on flexible working and business performance? Workplace experts Career Innovation facilitated an 18-month ‘Agile Resourcing’ programme with some of the world's most respected employers: Boeing, BT, Marriott, Nokia, Pfizer, PwC, UBS and Oxfam. The resulting ‘Manifesto’ provides principles and examples to help create tomorrow's most agile workplaces. www.CiManifesto.com.

Apart from money, what is it that motivates people at work? There is plenty of rhetoric about ethics and social responsibility, but does it really make a difference to people's performance at work, or their their loyalty? In 2001 the Ci Group (www.careerinnovation.com) conducted a large-scale global survey to answer these questions. This previously unpublished research illustrates the business benefits from being a force for good company, including: Motivational benefits of employee volunteering; Statistical evidence that ‘Ethical Reputation’ is a top driver of staff retention; The ethical motivation profile of industry sectors;  Links between career discussions and retention.