CSR-D GUIDE CORPORATE SOCIAL RESPONSIBILITY AND DISABILITY FUNDACIÓN ONCE

INDEX

  1. 1Prologues
  2. 2Introduction
  3. 3Equality of treatment and non-discrimination
  4. 4 Integration in the labour market as an element of value
  5. 5 Fostering full accessibility
  6. 6 Relationships with suppliers and subcontractors
  7. 7 Social action
  8. 8 Communication as a responsible tool
  9. 9 How to implement CSR-D
  10. 10 Self-diagnosis questionnaire
  11. 11 CSR-D report patterns and follow-up indicators
  12. 12Relevant European and international legislation
  13. 13Glossary
  • Logotype of European Social Fund
  • Logotype of Fundación ONCE
  • Logotype of Grupo Fundosa

CSR-D report guidelines and follow-up indicators

Here you will find some report guidelines that suggest which disability-related aspects a company can underline in its CSR Annual Report. The company can choose, adjust and adapt the most appropriate of these suggestions depending on the actions being carried out.

Also, follow-up indicators related to the contents of the report guidelines and suggesting different ways to measure company CSR-D actions and to set objectives will be explained.

These indicators allow the company to internally assess its evolution and their goal is not just to show a value on optimal performance.

Therefore the meaning of the result obtained for each indicator (that is if the result is average, good, very good, etc.) will be assessed by each company depending on its reality and context. Nevertheless, these indicators will clearly show if the company is improving.

Report guidelines and Monitoring indicators to the CSR-D
Report guidelines Monitoring indicators
2The number of actions and amount of resources invested can decrease; that does not mean that the company is not paying attention to accesibility, but that the company has carried out important actions in the past and therefore this indicator´s value decreases after some time. In this sense, this is a descriptive indicator not a comparative one.
1.Mention inclusion in your company’s code of ethics, document of principles or similar document, of the principle of non-discrimination of people with disabilities, amongst other collectives.
2.Point out non-discrimination or diversity management awareness-raising and training actions, directed at employees, that include disability treatment carried out by the company. Percentage of non-discrimination or diversity management awareness-raising and training actions including disability treatment compared to total awareness-raising and/or training actions.
3. Indicate the presence of people with disabilities that form part of the work force, management and governing bodies.
  • Number and percentage of employees with disabilities (taking into account the work force, management and governing bodies). These figures can be broken down by gender.
  • Include the disability factor in employment/HR indicators (age distribution, gender, contract type, professional categories and/or activity areas, rotation ) so that the situation of people with disabilities can be compared with that of other employees.
4. Underline the aspects and/or the way your company has taken into account the characteristics of people with disabilities when managing human resources (recruitment, selection, contracting and induction, promotion, training, prevention of risks at work). List the human resources management procedures that took into account the specifics of people with disabilities. (recruitment, selection, contracting and induction, promotion, training, prevention of risks at work).
5. Mention the accessibility improvement actions carried out by your company. Highlight any type of certificate, audit, or external evaluation carried out in this matter. Specify if accessibility criteria are considered when building, buying or renting new facilities, or if there is any management system that takes into account processes which guarantee accessibility.
  • Accessibility level of the web page according to WAI criteria (if you have a certificate).
  • Number of accessibility improvement actions (they can be broken down considering the actions implemented in work centres, IT tools and web pages, commercial and customer care facilities, etc.). Additionally, financial resources invested in accessibility. 2
6. Indicate the products and/or services that include "design for all" and universal accessibility principles, and those specifically made for people with disabilities.
  • Number and percentage of products including "design for all" and universal accessibility principles.
  • Number of products and/or services specifically designed for people with disabilities.
7. Indicate customer care staff training carried out by the company aimed at guaranteeing appropriate treatment of people with disabilities.

Number and percentage of customer/client care employees adequately trained to deal with people with disabilities.

8. Highlight whether the company has a policy or directive aimed at considering or favouring suppliers and subcontractors that employ people with disabilities, including Sheltered Workshops. On the contrary, indicate whether the company has any plan or commitment to integrate this criteria in the future.
  • Number and percentage of contract processes in which the evaluation of offers has included whether potential suppliers and contractors employ people with disabilities.
  • Number and percentage of contracts signed with Sheltered Workshops, compared with the total number of contracts.
9. Highlight the consolidated social actions partially or totally addressed to people with disabilities (sponsorships, donations, project financing, voluntary service programmes…). Indicate whether a medium or long term policy commitment has been made with the collective.
  • Percentage of the Social Action budget destined to the organisations of persons with disabilities.
  • Number and percentage of social action initiatives designed considering people with disabilities as beneficiaries, (in developing countries, in educational, social and cultural projects).
  • Number and percentage of social action initiatives designed considering the possibility of participation of employees with disabilities.(e.g. in voluntary programmes).
10. Mention the organizations representing people with disabilities contacted when carrying out the consultation process jointly with stakeholders.