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A frequent objection to initiatives to increase the level of SR in companies is potential costs involved. It cannot be ignored that some efforts and resources will be involved in fostering the level of SR management. The calculation of these costs however should not ignore the costs of not becoming more SR. In fact, many of these costs are already there and are an impediment to the business success of SME.
Among many more, the ignorance of social responsibility might lead to the following threats: - high turnover of staff, loss of know-how and increasing frictions in the production process leading to less productivity;
- buyer’s strikes as a consequence of consumers being ever more aware of the behaviour of companies regarding pollution, quality of goods and work conditions;
- costs from conflicts with employees;
- costs from conflicts with civil society groups;
- legal and moral responsibility for pollution leading to costs and loss of reputation;
- legal problems;
- loss of markets, etc.
These are concerns relevant for big companies and many highly publicized cases of conflicts demonstrate that. But the threats are valid also for SME and SME have much less resources to deal with such conflicts. In case of acute conflict they have to devote a relatively higher share of their resources to solve such conflicts. Therefore conflict prevention through SR is the right thing to do, especially for SME.
In this case of potential threats, building learning strategy should be in the focus of their socially responsible SMEs.
Not engaging enough in providing training opportunities for young people will lead to a general decline of the quality of the labour force and a scarcity of qualified labour, emigration of young people and a general decline of business opportunities.
Not providing enough opportunities for learning and development for all employees will lead to SME loosing the competition with bigger companies for the most talented employees.
As a consequence SME will have to deal with a less reliable, less flexible and less productive staff.
For individuals looking for a job, that offers the better learning opportunities, creates an individual winning strategy, since Work is where we spend the most of our lives.
Finding the right employer therefore will decide n the degree of career opportunities and life satisfaction.
Companies with better learning opportunities will attract more capable and talented people. Looking for an employer with excellent learning opportunities will lead to a bigger portfolio of indviudal qualifications and competences. Therefore more chances for income and satisfaction at work.
Therefore improving the general situation of learning and training in SME should be a cornerstone of their SR strategy.
SOCIALSME will show how to do this.
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2009 © This project has been funded with support from the European Commission.This communication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
