CSR companies are those with the best Corporate Social Responsibility results.
Companies who care about their CSR results work on offering helpful practices to the company.
They have several ways to develop their CSR policy.
Some of them choose to start philanthropic actions. Other companies decide to create or increase environmentally and societally friendly practices within their business model.
Business ethics are at the heart of their concerns. Companies have mostly understood that they should aim at sustainability by setting up and promoting sustainable development policies. CSR has, at the beginning, developed thanks to a request from civil society. Associations and civil organizations that care about the environmental and social impact of company activities getting greater consideration have advocated CSR to develop.
Today, CSR is increasingly considered by companies. Without a strong CSR position, the company may suffer a loss of attractiveness from consumers and a drop in its business.
While many companies practice some kind of CSR, others put this responsibility at the heart of their development model. This is actually the case with the Up Group.
With its numerous actions in favor of improving the social conditions of disadvantaged populations, the Up Group fully places this social responsibility at the center of its concerns. This commitment isn’t new - it is historic. Since its creation, the Up Group has developed around a cooperative model, has set up a skill evolution program for employees, and has sought to reinforce equal opportunities. In 2006, the Up Group and all its affiliates have indeed chosen to support the United Nations Global Compact. The purpose is to act “in favor of eliminating discriminations regarding employment and profession.” In 2011, the Group went further. It signed a group agreement to fight against discrimination and to promote diversity. After this, all managers, associates, and staff representatives were provided with greater awareness during the “Handicap and Diversity” training day.
Age management has not gone away in the group’s human resources policy. In 2013, an intergenerational agreement was signed. It aims at fostering professional integration of people who are 27 years old and younger, as well as encouraging and supporting recruitment and maintenance of senior employment.