This article, by James Palmer and Prof. Michael Mainelli and part of the London Accord, is intended to provide an illustration of the application of portfolio modelling to climate change investment. For more information go to www.london-accord.co.uk

As a company committed to sustainable development, Anglo American believes that while its operations may deplete a natural resource in a particular location, it should deliver a combination of improvements in the social and human capacities of the communities around them. A growing number of key stakeholders share this expectation. The attached two-page pdf document (which can be downloaded by clicking on the 'download' link) describes a case study of how Anglo American used the tool at a colliery in South Africa. It briefly summarises the challenge the company faced, and its response.  You can also read an overview/summary of the overall SEAT approach here.

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 This previously unpublished research illustrates the business benefits from being a force for good company, including: Motivational benefits of employee volunteering; Statistical evidence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.

A document by Toby Webb and Meg Carstens of the Ethical Corporation Institute, published March 2008. Includes a description of several case studies, including what Statoil did to train Venezuelan judges in human rights, which is also summarised on the forceforgood website, here.