CSR Project

Case StudyRubrics & Description
1. I have selected Emirates NBD as a case study project. Please see one of your references at the link below:
https://www.emiratesnbd.com/en/csr/
** Please add more references in Harvard style.
2. All the important information is highlighted in yellow, “check below.”
3. I have attached the instructor’s slides to read and match with it.
1. Assignment Introduction:
This final case study explores the role of Codes of Conduct in Corporate Social Responsibility
(CSR) and their effectiveness in addressing key ethical principles. It examines how companies in
the Gulf Cooperation Council (GCC) have implemented and applied these policies, focusing on
stakeholder engagement and accountability. The assignment also highlights the importance of
leadership in driving the implementation of an effective Code of Conduct. By comparing a
company’s Code of Conduct with theoretical frameworks, the assignment aims to identify gaps in
corporate governance and ethical standards, providing actionable recommendations for
enhancing CSR practices and promoting ethical conduct.
2. Course Learning Outcome to be achieved by this project:
CLO Code
Course Learning Outcomes
CLOs aligned
with PLOs
3. Workflow Required for Assignment
Case study Report:
1. Discuss the concept of a Code of Conduct and policy within the context of Corporate
Social Responsibility (CSR). Provide a discussion of their existing policy (code of conduct)
and its importance for companies to have policies (Code of Conduct) in place.
2. Select one company from the GCC:
a. Analyse its policies (Code of Conduct).
b. Evaluate how effectively their policies (Code of Conduct) address the key CSR
principles such as ethical behaviour, environmental sustainability and social
responsibility.
c. Discuss how the code of conduct is related to each group of stakeholders.
d. Discuss the role of leadership in the implementation of an effective Code of
Conduct and how can senior executives and board members demonstrate their
commitment to the company’s Code of Conduct.
Note: Be able to relate your analysis and evaluation with the discussions in class.
3. Compare the code of conduct applied by your chosen company with what has been
discussed in class and discuss their differences. Prepare a gap analysis to illustrate your
comparison.
4. Suggest or recommend how your chosen company could improve its policies (Code of
Conduct) and implementation.
You can enrich your discussion by adding more information based on the topics discussed in this
course.
Structure of the Case Study:
1. Cover page
– Course name, course code, student name & number, and date of submission.
2. Table of contents
3. Executive summary
– Should contain a brief background of the project, statement of purpose, outline of report
findings, recommendation, and conclusion. Should not be more than 1 page.
4. Company Profile
5. Analysis, discussion, evaluation, comparison, gap analysis
–
Discuss the concept of a Code of Conduct and policy within the context of Corporate
Social Responsibility (CSR). Provide a discussion of their existing policy (code of conduct)
and its importance for companies to have policies (Code of Conduct) in place.
–
Select one company from the GCC:
a.
Analyse its policies (Code of Conduct).
b.
Evaluate how effectively their policies (Code of Conduct) address the key CSR
principles such as ethical behaviour, environmental sustainability and social
responsibility.
c.
Discuss how the code of conduct is related to each group of stakeholders.
d.
Discuss the role of leadership in the implementation of an effective Code of
Conduct and how can senior executives and board members demonstrate their
commitment to the company’s Code of Conduct.
Note: Be able to relate your analysis and evaluation with the discussions in class.
–
Compare the code of conduct applied by your chosen company with what has been
discussed in class and discuss their differences. Prepare a gap analysis to illustrate your
comparison.
6. Conclusion
7. Recommendation
8. References
4. General Guidelines:
1. This is an individual case study.
2. Use both primary and secondary sources to collect data and information to build your
data/ information.
3. Make sure to include visual aids such as graphs, tables, diagrams and/or pictures to
highlight your points clearly.
4. The report should be submitted on Blackboard as a soft copy of a WORD DOCUMENT or
PDF.
5. Late submission: Due dates will be firmly adhered. If project is not submitted by the due
date, a penalty of 20% per day will be deducted from the assessment mark.
6. Writing Guidelines: Paper size: A4, Line Spacing: 1.15, Margins: Normal all sides, Font:
Times New Roman, Font Size: 12 for text and 14 for heading. Make a title Page with your
name and ID number. Provide referencing and Bibliography in Harvard Style of
References.
7. Your report should be grammatically correct, well punctuated, clear, concise, neatly
presented, and easy to read with total of 2000-2200 Words.
8. Plagiarism: will not be tolerated at all and will lead to serious action. Further details on
plagiarism available in course syllabus.
9. When submitting the assignment please add page given below in the assignment as the
first page for feedback and provide the group number, Student ID and Names.
5. Analytical Rubric
Assignment
Sr.
No.
Traits / Performance
Dimensions
Write-down the assignment
requirement below.
Exceeds
Expectations
Excellent
work
Marks Allocation
1
Discuss the concept of a Code
of Conduct and policy within
the context of Corporate
Social Responsibility (CSR).
Provide a discussion of their
existing policy (code of
conduct) and its importance
for companies to have policies
(Code of Conduct) in place.
Marks Allocation
Select one company from the
GCC:
a. Analyse its policies
(Code of Conduct).
b.
Evaluate how
effectively their
policies (Code of
Conduct) address the
key CSR principles
such as ethical
behaviour,
environmental
sustainability and
social responsibility.
c.
Discuss how the code
of conduct is related
to each group of
stakeholders.
d.
Discuss the role of
leadership in the
implementation of an
effective Code of
Conduct and how can
senior executives and
board members
demonstrate their
commitment to the
2
M
E
Evaluation Code (AACSB)
Meets
Expectations
However,
some minor
improvements
required
Meets
Expectations
However,
some major
improvements
required
Does Not
Meet
Expectations
9
8
7
10
50
DM
45
40
35
Marks
company’s Code of
Conduct.
3
4
5
Marks Allocation
Compare the code of conduct
applied by your chosen
company with what has been
discussed in class and discuss
their differences. Prepare a
gap analysis to illustrate your
comparison.
Marks Allocation
Suggest or recommend how
your chosen company could
improve its policies (Code of
Conduct) and implementation.
Marks Allocation
Autonomy & Responsibility:
Autonomously and
Professionally
manage the tasks &
teamwork.
15
13.5
12
10.5
15
13.5
12
10.5
10
9
8
7
100
Total Marks
Feedback If required:
6
CSR Branding and Supply
Chain
Objectives
• Differentiate code of conduct from
standards.
• Explain the categories of codes and
standards.
• Discuss the characteristics of outstanding
code of conduct or standard.
•
Definition of terms
• Value. “Any object or quality desirable as
a means or as an end in itself”’
Example: corporate responsibility values
include diversity and honesty.
• Principle. “Fundamental truth or law as
the basis of reasoning or action; a
personal code of conduct”
Definition of terms
• Code of conduct. “A set of rules” or a
“formal statement of the values and
business practices of a corporation.
It may be a short mission statement, or it
may be a sophisticated document .
Definition of terms
• Norm. “Model or pattern”; norms tend to
be internationally agreed.
• Standard. “An authoritative model or
measure, a pattern for guidance, by
comparison with which the quality,
excellence, correctness, etc. of other
things.
A comparison of codes of conduct
and standards
Code of conduct
Standard
Internal or firm-specific
Applies broadly, across
geographic regions and/or
sectors
Entails limited accountability
Entails greater accountability
(i.e. in terms of reporting and
scrutiny)
Requires internal consensus
and possibly some external
consultation
Requires some degree of
consensus among stakeholders
and therefore is more
accountable
Categories of codes and standards
1. Their focus or purpose (i.e. whether they are
focused on process and/or performance)
2. The way in which they were developed (i.e.
unilaterally, bilaterally or multilaterally)
3. Their scope (i.e. whether they cover human
rights, labour and/or environment)
4. Their stakeholder focus (i.e. whether they are
focused on employees, investors, consumers
and so on, or whether they are multistakeholder tools)
1. Classification by focus
1. Performance-oriented codes – define
minimum standards of what constitutes
socially responsible behaviour.
Example: companies should prohibit child
labour and discrimination.
2. Process-oriented standards and guidelines
define the procedures a company should
follow, such as social reporting and
stakeholder consultation.
2. Classification by method of
development
1. Unilateral codes are developed by a
company. Ex: Nike’s Code of Conduct
2. Bilateral codes are signed between two
parties. Ex: framework agreement
between a trade union and a company
3. Multilateral or multi-stakeholder codes are
developed by a network of organizations
through extensive negotiations.
3. Classification by scope
• Corporate governance
• Combating bribery
• Environment
• Labour
• Human rights
• Health
4. Classification by stakeholder focus
✓Employees. Ex SA8000, Shell’s Business
Principles
✓Suppliers. Ex: Workplace Code of Conduct
of the Fair Labor Association
✓ Customers Ex: Shell’s Business
Principles
✓ Trade unions Ex: Workplace Code of
Conduct of the Fair Labor Association
✓Governments Ex: Guiding Principles on
Business and Human Rights
✓Society/community Ex: Global Reporting
Initiative
✓Shareholders Ex: Shell’s Business
Principles
How can codes of conduct help
companies?
✓ Raise awareness about corporate responsibility
within the company
✓ Help companies to set strategies and objectives
✓ Assist companies with implementation and control of
values
✓ Help companies avoid risk
✓ Foster dialogue and partnerships between
companies and key stakeholders
✓ Enhance unity and identity among divergent
companies
Characteristics of outstanding
code of conduct or standard
1. It is clear and concise, not complex
2. It is flexible and dynamic
3. It must be written with implementation in mind
4. It should reference key standards
5. It should elicit strong support from stakeholders
6. It should contain mechanisms for addressing
complaints and resolving disputes
7. It should be based on a genuine desire to
change
To bring a code of conduct to
life there is a need to:
1. Train to raise awareness
2. Gain strong support at a senior level
3. Provide text in appropriate
translations
4. Provide incentives to implement the
code or guidelines
Guidelines for reviewing corporate
responsibility tools
1. The origins – the nature of the organization
(or organizations) that developed or
launched the code.
2. The date – when was the code developed
3. The focus – who is at the centre of the code
4. The signatories – what the signatories
reveal about the standard
Labour Codes
1. The International Labour Organization (ILO)
– provides a key starting point for
understanding initiatives in the field of workers’
rights.
✓ Freedom of association and the effective
recognition of the right to collective bargaining
✓ The elimination of all forms of forced and
compulsory labour
✓ The effective abolition of child labour
✓ The elimination of discrimination with respect to
employment and occupation
Social Accountability 8000
2. Social Accountability 8000 (SA8000) – is
a global and verifiable standard designed to
make workplaces more humane.
– applies to companies around the world and
across industries.
– allows companies selecting suppliers to use a
common system across their operations.
– developed extensive training programmes to
promote worker rights
Ethical Trading Initiative
3. Ethical Trading Initiative (ETI) – seeks to
improve the lives of workers in global supply
chains by creating a forum to identify and
promote good practice in the implementation
of codes of conduct.
4. The Fair Labor Association (FLA) – is a
collaborative effort of universities, civil
society and companies to improve working
conditions around the world.
The FLA has strengthened the movement
for fair working conditions, mobilizing
students to press for change.
Business and Human Rights
Objectives
1. Explain human rights.
2. Discuss the UN guiding principles on
business and human rights.
3. Describe Human Rights Impact
Assessments (HRIA)
4. Explain remediation
Human rights and business
Universal human rights – the Universal
Declaration of Human Rights (UDHR),
proclaimed in a resolution of the United
Nations General Assembly on 10 December
1948.
Human rights are fundamental principles and
standards that enable individuals everywhere
to have freedom to live in dignity.
Human rights
Corporations can violate human rights
through:
• their employment practices, or
• how their processes impact on workers,
communities and the environment.
• may also be implicated in abuses through
their association with repressive
governments or political authorities
International norms and standards
International law – relatively new to regulate
the behaviour of states towards its citizens.
– States are therefore the first ones
responsible for the protection of human
rights.
Business and international law
Question: If states are primarily responsible for
the protection of human rights, where do the
responsibilities of corporations lie?
Answer: the state has the primary responsibility
to protect its citizens from human rights
violations by companies, but that companies
have the responsibility to respect human rights,
both directly and indirectly
International customary law – includes the
prohibitions on:
✓ Genocide
✓ Systematic racial or religious discrimination
✓ Slavery and slave trade
✓ Crimes against humanity
✓ Causing the enforced disappearance of a
person
✓ Torture, cruel or inhuman and degrading
treatment
UN international human rights treaties – they
set international standards for the protection
and promotion of human rights to which
states can subscribe by becoming a party to
each treaty.
The UN guiding principles on
business and human rights
1. The state duty to protect against human
rights abuses by third parties, including
business.
2. The corporate responsibility to respect
human rights and to do no harm.
3. Greater access for victims to effective
remedies, judicial and non-judicial.
Respect human rights
1. Due diligence – a principle that, a
company is expected to ensure to prevent
and to correct its human rights impacts.
– make sure that the company does
everything in its power to prevent complicity
with human rights violations.
2. Complicity – refers to the indirect
involvement of companies in human rights
abuses. If accused of complicity in human
rights abuses is bad for business due to:
✓ Threat of legal action
✓ Loss of reputation
✓ Loss of business
✓ Negative impact on staff morale
✓ Loss of licence to operate
✓ Protests against company facilities and
operations
Human Rights Impact
Assessments (HRIA)
• Impact assessments should take a human
rights-based approach.
• Different perspectives on rights should be
taken into consideration within an HRIA,
such as the workforce, the community,
civil society, the national and local
government and future generations.
HRIA tools
• Guide to Human Rights Impact Assessment
and Management – a management tool
developed by the International Business
Leaders Forum and the International Finance
Corporation in close collaboration with the
United Nations Global Compact.
• The Human Rights Compliance Assessment
(HRCA) is a comprehensive tool assisting in
corporate risk and impact assessment.
• The Human Rights Impact Assessment
Tool Box – a guidance tool with a step-bystep implementation methodology based
on research and stakeholder engagement.
• Human Rights Matrix – an online tool
defining essential and beyond essential
measures.
Grievance mechanisms
Remediation
– The act or processes of providing remedy to the victim(s) of
an adverse human rights impact. They may include apologies,
restitution, rehabilitation, financial or non-financial
compensation and punitive sanctions (whether criminal or
administrative, such as fines), as well as the prevention of
harm.
It is the duty of the state to safeguard the human right to
remedy.
Companies should thus refrain from hampering legitimate
remediation processes offered by the state, while states
should actively monitor the remediation efforts by companies.
Labour, Employment and CSR
What can governments (and
people) expect from business
• Profitability
• Adherence to an appropriate set of good
corporate governance principles
• Tax contributions
• Long-term view of investment and
profitability
What can governments (and
people) expect from business
• Environmentally friendly production
process
• Socially responsible products
• Code of ethics of company operations
• Comprehensive CSR policy – Does the
company have a
What should businesses expect from
government in return for greater social
responsibility
At national level:
• Stable environment that ensures open
markets for responsible behaviour
• Secure legal framework and fully
functioning independent enforcement
institutions
• Non-corrupt, transparent, competent,
streamlined administrative framework
• Clear investment policy and plans
What should businesses expect from
government in return for greater social
responsibility
• Incentives for new (foreign) investment
and for domestic investment and savings
• Repatriation of profits and foreign currency
• Flexible labour code
• Democratic practices
• No forced labour
• Clearly defined rules of operation
What should businesses expect from
government in return for greater social
responsibility
• One-stop information bureau for new and
existing investors
• Independent tribunal to adjudicate on
disputes
• Fair local banking practices
• Training institutes linked to the needs of the
private sector
• Tax incentives for corporations practising
CSR policies
At international level
• Fair and open rules for trading
• Independent international body to arbitrate
disputes
• Accurate and available information on
investment possibilities, impediments to
conducting business, and best practices to
finance social development
A planetary bargain and
globalization
What is meant by globalization?
– means that the world has become a
smaller place because concomitant with
these massive capital flows have come
advances in telecommunications and travel.
Question:
What is the link between CSR and
globalization?
Will globalization lead to lower wages?
• In many fast-growing developing nations,
unskilled wages have risen.
• Wages normally rise in an open economy
to match productivity increases.
Is it the responsibility of corporations
to create employment?
What is unemployment?
– Those not employed are those who did not
work for money or income in kind for at
least one hour in the previous week or
day.
– one of the main results of increasing
unemployment coupled with declining
wages has led to a worsening income
distribution.
Is it the responsibility of corporations
to create employment?
Why do people need jobs?
– People need to work when that is the main
way of receiving income.
– They need income in order to buy for their
needs.
Is it the responsibility of corporations
to create employment?
Answer:
– Corporations should do something.
– CSR for private corporations also means
social benefits and living wages.
Reflection:
Is CSR an answer to unemployment?
Any questions?
Socially responsible
investment (SRI)
CSR concerns what companies and
other institutions do in respect to wider
goals than just satisfying their
shareholders’ need for financial returns
What is investment?
Investment involves the commitment of a
capital sum for financial benefits to be
received in the future in the form of an
income flow or capital gain or a combination
of both.
What is SRI?
• All investment is socially responsible to
some extent.
• SRI is investing that is mindful of the
impact of those investments on society
Other labels of SRI
• “community investing”,
• “ethical investing”
• “green investing”,
• “impact investing”
• “mission-related investing”,
• “responsible investing”
• “socially responsible investing”,
“sustainable investing” and
• “values-based investing”
SRI covers a wide range of
investment strategies.
1. “Ethical” aspects of negative screening
(i.e. the exclusion of “sin stocks” such
alcohol, gambling, tobacco, weapons,
pornography, and indeed pork, if you are
a Muslim or Jewish investor, etc.).
2. Wide-scale integration of environmental,
social and governance (ESG) criteria into
investment and the best-in-class
approach.
Environmental, Social and
Governance (ESG) criteria
• They tend to be qualitative and not readily
quantifiable in monetary terms (for
example, corporate governance and
workplace safety)
• They relate to externalities not well
captured by current market mechanisms
(for example, pollution)
Environmental, Social and
Governance (ESG) criteria
• They relate to wider elements of the
supply chain (for example, suppliers,
products and services)
• They have a medium- to long-term horizon
(for example, climate change, human
capital, demography)
• They are increasingly the subject of policy
and debate by legislators and regulatory
agencies
Some examples of SRI funds
Community investment – institutions use
investor capital to finance or guarantee
loans to individuals and organizations that
have historically been denied access to
capital by traditional financial institutions
Some examples of SRI funds
Impact investment- however, is a discipline
whereby investors seek to place capital and
businesses and funds that combine financial
and social returns, often determining their
investments according to predefined criteria
of social returns as well as financial
objectives.
Impact of SRI
Investment from an SRI standpoint can be
understood as a range.
– responsible investments, consider
ESG(Environmental, social and governance)
criteria and screen investments.
Impact of SRI
SRI can be categorized by investor mindset.
– DCF (Discounted cash flow) is an almost
universally accepted measure of financial
success—even Islamic institutions can
calculate profit rates and so can derive
NPVs—non-financial value structures differ
enormously.
Impact of SRI
SRI can be analysed by type of investment.
– SRI spans a wide and growing range of
products and asset classes, embracing not
only public equity investments (stocks), but
also debt, fixed income and alternative
investments, such as private equity, venture
capital and real estate
Measuring SRI
Current situation of SRI
• SRI is an evolving trend: some have
argued that SRI represents a “social
movement”.
• Individuals, institutions, investment
companies, money managers and
financial institutions can apply SRI
strategies across asset classes (equities,
bonds, real estate etc.)
Critiques on SRI
• SRI penalizes the poor.
• SRI fails to address inequality
• ESG focuses mainly on “G”.
• SRI “crowds out” the public sector,
especially legislation.
• SRI muddies the investment waters.
• SRI may not be legally permissible
• SRI is an illusion
• SRI cannot be measured.
• Must SRI be voluntary?
Question:
• Can CSR be implemented without
considering the SRI?
Any questions?