100 Best Corporate Citizens (2008)
This CSR scoring process ranks companies on eight variables:
- shareholders,
- community,
- governance,
- diversity,
- employees,
- environment,
- human rights, and
- product.
The data for seven of the eight variables comes from KLD’s SOCRATES database. Companies eligible for the KLD data are on the Russell 1000, S&P 500, or KLD’s Domini 400 SocialSM Index. The financial data are from annualized three-year stock returns. For information about the methodology, visit Business Ethics Website
Most Accountable Companies (2008)
Fortune Magazine: Accountability ratings are by AccountAbility, a London-based company responsible for promoting responsible companies regarding sustainable development and by CSRnetwork, a United Kingdom consultancy that determines if businesses act responsibly. The rating is based on whether companies create and implement responsible practices into their business. The largest 100 companies of the Global 500 may earn a score of up to 100 in the following four categories: 1) strategy (integrating social and environmental goals and financial goals with a focus on actions rather than intent); 2) governance (stakeholders are considered in strategy and policy); 3) engagement (dialogue with stakeholders); and 4) impact (media controversy, carbon footprint and collaboration). The rating examines annual social and environmental reports and other publicly available information. Lack of improvement of these practices is penalized. For further information about the methodology, visit Fortune or Accountability Rating.
Top 100 for CSR (2008)
The Sunday Times: Companies from the FTSE100, the FTSE250, sector leaders from the Dow Jones Sustainability Index and larger businesses from Business in the Community are invited to complete an online survey. Participants must pay a fee or be members of Business in the Community. After validation, a team from Business in the Community scores the results, which are then published in “The Sunday Times’ Companies that Count” supplement. The index evaluates for responsible business strategy, integration of this strategy into the business and management of corporate responsibility in social and environmental impact areas. For more information, visit Business in the Community.
Worlds Most Ethical Companies (2008)
Ethisphere Magazine: For placement’s on this magazine’s list, a company must be on par with the Ethisphere credo: “Good. Smart. Business. Profit.” The World’s Most Ethical Companies are 80+ businesses which responded to a crisis with prompt actions and transparency. To select the most ethical companies, Ethisphere contacted thousands of global companies to create a pool of potential businesses. Next, the companies were given in-depth surveys regarding their ethics and compliance program, governance and corporate responsibility. The next step involved creating scores on seven categories: corporate citizenship and responsibility, corporate governance, innovation that contributes to public well being, industry and executive leadership, legal, regulatory and reputation track record and internal systems and ethics/compliance program(s). For further information about the methodology, visit Ethisphere.
The Global CSR Summit Awards (2009)
Global CSR Summit/Pinnacle Group International: The program awards 80 companies for: Environmental Excellence (21 companies), Best Community Programs (32), Best Workplace Practices (9) and CSR Leadership (18). Judges determined whether companies met the criteria of leadership, sincerity, commitment to ethical values, legal compliance and respect for individuals, for communities and for the environment. For further information about the methodology, visit Global CSR Summit.
Top 20 Most Admired Companies (2008)
Fortune Magazine: Fortune and Hay Group, a global management consulting firm and Fortune’s survey partner, asked more than 3,500 employees from dozens of companies in various industries to submit 10 companies they admire. The list consists of winners that have strong records for innovation, leadership, and financial strength. For information about the methodology, visit Fortune.
100 Best to Work For-US (2008)
Fortune Magazine: Two-thirds of a company’s score comes from an extensive employee survey of 400 employees each from 353 U.S. companies. The Culture Audit, which is the last third, features questions about four key areas: demographics, pay, benefits and open-ended questions of philosophy, communication, etc. In 2009, the survey was distributed to 81,000 employees by the Great Place to Work Institute. To obtain eligibility, a company must be at least seven years old and have 1,000 employees. For further information about methodology, visit Fortune.
100 Best to Work For-UK (2009)
Sunday Times: The top 100 companies are measured by three relationships: between employees and management, between employees and their duties/company and between employees and other employees. They are also scored in five areas: leadership, wellbeing, belonging, giving back and personal growth. Leadership consists of employees’ feelings about the CEO and the senior management team. Wellbeing describes how the staff feels about stress and the balance between work and home. Belonging illustrates people’s feelings about a particular company and its employees versus their co-workers. Giving back expresses how much an employee feels his or her company contributes to society and local community. Personal growth explains how much employees are challenged by their careers. The data for this award are from surveys of 200,000 employees of 997 companies. For further information about methodology, visit TimesOnline.
Top 100 Companies for Working Mothers (2008)
Working Mother Magazine: This magazine reaches over 2 million readers yearly and is targeted toward women who balance their families with the responsibilities of work. The winners were based upon an application that is completed by the companies and featured more than 500 questions regarding workforce, compensation, child care, flexible programs, leave policies and the usage, availability and tracking of programs as well as the accountability of managers who oversee them. The methodology emphasized family-friendly programs, benefits for part-time employees, leave policies and flexibility. For further information about methodology, visit Working Mother.
Top Employer (2008)
Science Magazine: Senn-Delaney Culture Diagnostics & Measurement conducted an online survey of American Association for the Advancement of Science (AAAS) members, Science Careers’ registrants, Science Web site visitors and human resources contacts. The online survey was completed by 3,990 respondents (20 percent of whom were outside the U.S) who listed what they considered to be the best, average and worst employers. These companies were then rated on 23 variables and a unique ranking score was created for those rated by at least 30 respondents. The top six “key drivers” for the results were innovative leadership, being socially responsible, having loyal employees, treating employees with respect and having work culture values aligned with employees’ personal values. For further information about methodology, visit Science Careers.
Great Place to Work in Brazil (2008)
Great Place to Work Institute: The Institute selects great places to work based on how employees respond to the Institute’s Great Place to Work Trust Index and the Great Place to Work Culture Audit. The Trust Index is a measurement device that uses employee responses to an online survey to gauge the amount of trust, pride and fellowship that exists in a workplace. The Culture Audit is a bracket of questions available only to accepted applicants. These questions occur in two parts and are designed for company members. In the first part, management is asked about employee demographics, employee benefits and general information about the corporation. The second part asks open-ended questions, which allow for specific insight on a company’s internal values and culture. For additional information about this award, see The Great Place to Work® Institute.
Best Places for People over 50 to Work (2008)
American Association of Retired Persons (AARP): The application consists of questions based on the following categories: recruiting practices, opportunities for training, education and career development, workplace accommodations, alternative work options (such as flexible scheduling), employee health and pension benefits and benefits for retirees. The selection committee consists of an independent survey firm and a panel of AARP’s workforce experts and research staff. After review, applications are sent to another panel of independent judges. Finally, AARP verifies that company programs are compatible with AARP’s policies and values. For further information about the methodology, visit AARP.org.
Best Places to Work for LGBT Equality (2008)
Human Rights Campaign (HRC): These awards are based on HRC’s Corporate Equality Index, which rates companies with more than 500 employees that apply. The criteria are: equal employment opportunity, employment benefits including partner and same-sex spousal benefits, transgender-inclusive health insurance, organizational LGBT competency and accountability, public commitment and responsible citizenship. Points are awarded for each criterion and rated on a scale from zero to 100. Most recently 260 businesses received top ratings. For additional information, see HRC.
Top 20 Companies for Multicultural Women (2008)
Working Mother Magazine: The application consists of questions based on the following areas: workforce, culture, work/life programs and external programs. Companies received this award because they exhibited a dominant strength in the above areas. NetX Inc., a New Jersey based research firm, developed the scores for each company. The 2008 methodology emphasized the area involving the recruitment, representation and retention of women of color. For further information about the methodology, visit Working Mother.
Top 50 for Diversity (2008)
Diversity Inc.: A detailed 200-question survey from 352 companies is reviewed by the Diversity Inc. editorial board and ranked by four categories: CEO commitment, human capital, corporate and organizational communications and supplier diversity. Companies with more than 1,000 employees are eligible to enter the competition. Recipients of this award earned it because they demonstrated competitive recruitment and promotion of underrepresented groups. Companies that do not offer domestic-partner health benefits are excluded from the list. For further information about the methodology, visit DiversityInc.
Global 200 Most Respected (2008)
Forbes Magazine/Reputation Institute: Responses from an annual online survey conducted with the general public to measure the corporate reputations of 600 large, global companies in 27 countries create a Global Pulse score, which is based upon a 100-point scale. These scores provide a global benchmark for reputations. For further information about the methodology, please visit Reputation Institute.
Top 50 Socially Responsible Companies (2008)
Reputation Institute and Boston College: The Corporate Social Responsibility Index publishes an annual list of ranked companies acknowledged for CSR. The data are from Reputation Institute’s 2008 Global Pulse Study, which focuses on companies that have “a dominant presence in the US and high recognition factors with the general public. For information about the methodology, visit Marketing Charts.
Top 50 Green (2006)
Inc. Magazine: Decided by contributors and staff, this award recognizes businesses that are green (those that practice environmentally-friendly means of production), entrepreneurial and profitable. Inc. Magazine acknowledges the company’s responsible for leading the green revolution. For further information about the methodology, please visit the Green 50.
Global 100 Most Sustainable Corporations (2008)
Innovest: The Global 100 is a list of 1,800 publicly traded companies that fuel the programs to manage the current environmental, social and governance risks. In determining the list, Innovest starts with companies that have a combined AAA score as of December 31. An AAA score is determined by Innovest Strategic Value Advisors, who conduct key financial data and research, and based on factors such as environmental management systems, environmental performance on a range of key indicators, stakeholder relations, regulatory and legal issues and community relations. Then, they eliminate all AAA companies not listed on the Morgan Stanley Capital International (MSCI World) exchange and companies acquired or those that cannot stand as independent. The third step is “determining each Innovest’s Category’s weight in the MSCI World in terms of number of companies, and then allocating those Categories the same weight within the Global 100.” For further information about the methodology, please visit Global 100.
Asian CSR Awards (2008)
Asian Institute of Management: This award recognizes Asian companies for services and projects in five categories: company leadership, sincerity and on-going commitment in incorporating ethical values, compliance with legal requirements, respect for individuals, involvement in communities and protection of the environment into the way they do business. For further information about the methodology, visit Asian Forum on Corporate Social Responsibility.
Arabian CSR Awards (2008)
Emirates Environmental Group: Companies that win this award ere chosen based upon their company’s CSR activities, addressing all key stakeholders sincerity and on-going commitment in incorporating ethical values into their business, compliance with legal requirements, involvement in community-related activities and protection of the environment,. For further information about the methodology, visit Arabia CSR Awards.
