1. Charities Aid Foundation Southern Africa (CAFSA) Trialogue CSI Conference 2011 Postnet Suite #37, Private Bag X9, Melville, 2109, Johannesburg, 2094 E:[email_address]W:www.cafsouthernafrica.org Telephone:+ 27 11 334 O404 Fax:+27 11 334 0580 PHYSICAL ADDRESS Studio 16 Arts on Main 264 Fox Street City & Suburban Johannesburg

2.

DISCUSSION SEQUENCE:

• • • Brief Introduction To CAF SA

• • • CAF SAs Approach to ECI

• • • Selected examples from work with our corporate clients

• • • Trends?

Employee Community Involvement (ECI) Exploring appropriate engagement opportunities for corporates in the development sector. 3. BRIEF INTRODUCTION TO CAF SA CAF Southern Africa promotes effectiveSocial Investment, Philanthropy and Voluntarism to build theSustainabilityofCivil Society 4. WHATis our Purpose? CAFSAsultimate aimis therefore to increase the amount and impact ofSustainable Investment in the Civil Society Sector .We believe that the civil society sector plays a vital developmental role by supporting positive social change in marginalised communities. 5. CSI/ECI ADVICE & IMPLEMENTATION OUR WORKWITHBUSINESS CreditCard Product Integrated Sustainability Reporting Monitoring & Evaluation Due Diligence &Matching With NGOs Employee Community Involvement Programmes CSI Policy & Strategy Advisory & Consulting FOR CORPORATES CAFSA 6. Youth Dev. Aged Skills Dev. Women Health Disabilities Education Sports Dev. Violence/ Abuse Children Arts &Culture Animals Social Dev. Environment Development Causes Supported via Charities Aid Foundation Southern Africa 7. Examples of corporate clients We work in partnership withcorporate social investorsandcorporate employeesto increase and focus the resources channelled to community development initiatives. 8. CAF International Network We are a member of the International Network of the Charities Aid Foundation, headquartered in the United Kingdom.CAF International distributes funds to causes in over 90 countries with offices in UK, Bulgaria, Russia, South Africa, India, Australia, Singapore,USA and Brazil, and partners across the world. 9. Trialogue CSI Conference 2011 Employee Community Involvement (ECI) Exploring appropriate engagement opportunities for corporates in the development sector. 10. OUR APPROACH TO EMPLOYEE COMMUNITY INVOLVEMENT (ECI) 11. volunteering in South Africa is based on the ideals of community solidarity and the philosophy of ubuntu. This facilitates social cohesion and participation whichstrengthens democracy in the country. Volunteer & Service Enquiry Southern Africa (VOESA) The Aspiration: 12. Communities Volunteers Company

Increased resources & new ideas

Access to professional skills

Access to useful networks & relationships

Community development

Cross-sectoral cooperation

Social cohesion

Personal fulfilment & Self-worth

Skills development including leadership & team work

Peer learning

Inter-cultural & community awareness

Enjoyment & satisfaction

Positive reputation

Social Return on Investment (SROI)

Company morale, culture & teamwork enhanced

Spirit of Ubuntu

Corporate Citizenship

B-BBEE Scorecard

THE IDEAL BENEFITS FOR ALL PARTIES 13. Combine Stakeholder Needs for Successful ECI 14. Relationships/Alliances Cooperation 15. Respond RESPECTFULLY to expressed community need CONSULT, CONSULT, CONSULT! 16. EmployeeCommunity Involvement is a key aspectof corporate social responsibility.It allows ordinary employees to determine prioritiesand thereby creates grassroots links between thebusiness and the community.Employees become the ambassadors of the companyin those communities.Company resources are matched by employee enthusiasm and above all, employees bring to the communitythe special skills and problem-solving abilities ofthe corporate sector. ECI A useful definition 17.

INSIDE COMPANY

Set objectives for the programme

Allocate resources

Write a policy

Understand the benefits of employee engagement

Align with company strategy for CSR/CSI/HR

Ensure support from senior management

Consult employees

ECI Build on Strong Foundations

WITH COMMUNITY

Engage communities

Research appropriate host organisation/s

Ensure volunteer readiness

Provide assistance with volunteer management if appropriate

Foster sustainable relationships

DONT volunteer unless agreed with host organisation

18. ECI Management Framework Policy Strategy Code of Practice Implementation Plan Implementation Values/Principles Media & Communications Monitoring & Evaluation EMPLOYEE INVOLVEMENT CORE BUSINESS STRATEGY Social Networking Research CSR/CSI 19. Well managed ECI Brings New Resources for Development Developing Communities COMPANY VOLUNTEERS Resources Non-profit/ NGO EMPLOYEES 20.

Successful and socially relevant ECI depends on

GOOD MANAGEMENT, CLEAR COMMUNICATION

and

COOPERATIVE AND TRUSTING RELATIONSHIPS

among all the stakeholders within the programme :

• • Company as programme initiator and sponsor

• • The volunteers

• • The host organisation/NGO

• • The beneficiaries/developing communities that the organisation aims to support

Successful ECI 21. Mobilising Employees toVolunteer Ubuntu Management 22. OUR CORPORATE CLIENTS AND EMPLOYEE COMMUNITY INVOLVEMENT SOME BEST PRACTICE EXAMPLES 23. 24. 25. 26. INJOHANNESBURG CAFSAresearch ZandspruitInformalSettlement 27. OUR COMMUNITY PARTNER AT ZANDSPRUIT 28. INJOHANNESBURG CAFSA currently in discussion with several others interested in cooperating Companies already cooperating: 29. 30. EMPLOYEE VOLUNTEERING POLICY FOR THEFINANCIAL SECTOR LEVERAGING OFFTEACH CHILDREN TO SAVE SOUTH AFRICA ( TCTS SA) www.tcts-sa.org.za 31.

A Framework for Employee Volunteering aligned with business strategy

Planned to ensure the best possible convergence between business, social and employee purpose and impact

Volunteering contributions focused on relevant social development issues; allocated resources used efficiently and effectively; maximum participation by employee volunteers, evaluation and impact assessment is possible

The overall goal ofTCTS SAis to foster a culture of saving among children

The volunteering policy is generic and applicable to any banking sector volunteering initiative

Outputs of this initiative and intended Outcomes 32. ECI Policy Revision and Programme Implementation 33. Sasol CSI aims to build on the success of their Change Reaction initiative The central message to staff was that anyone, regardless of their role in the company, has the potential to become a CHANGE MAKER 34.

Research and global/local benchmarking

Aim to align with best practice and develop the business case

Integration of all ECI initiatives and alignment with business

CSI Forum and plant-based champions

Clear incentives and recognition for volunteers

Excellent management

Code of Practice and Employee Handbook

Global rollout

Volunteer participation in Disaster Recovery

Monitoring & Evaluation to inform B-BBEE/sustainability reporting

CAFSA has worked with Sasol CSI on: 35. IN CONCLUSION: EMPLOYEE COMMUNITY INVOLVEMENT TRENDS 36. growth in employee volunteering is part of a move away from a traditional philanthropic model of corporate giving (predominant in the 1980s and before)and towards apartnership model (researchers argue) that the twenty-first century will be theage of alliancesEmployee Volunteering is growing WHY? 37. International Trends 38.

CAF report based on Gallup data:

During the past month have you:

Donated money to an organisation?

Volunteered time to an organisation?

Helped a stranger?

World Giving Index 2010 39.

An estimated two-thirds of South African companies support some form of employee volunteering

Employee volunteering, and matched funding benchmarks vary widely across geographies and industry sectors

Corporate decisions on matched funding are made in accordance with a range of variables including industry standards, company affordability, social and economic context, level of employee engagement, rationale for supporting employee engagement, etc

Matching by employers is growing (but reliable global data not presently available)

Over 50% of the UKs Top 30 Companies match the voluntary contributions of their employees

Usually set minimum and maximum levels for matching in order to provide clear incentives

Levels of Matched Funding:

Financial matching of volunteering is usually linked to a broader payroll giving scheme

Volunteering time equated to a monetary value

Organisations standard matching rules applied to this value

Volunteering Trends/Best Practice 40. Volunteering Trends/Best Practice How many timesshould you be painting that same crche wall??? Community organisations NEED your professional skills! 41. United Nations International Year of the Volunteer (IVY+10) 2011 promotethe values of volunteering,recognisethe value of volunteering, build and reinforce volunteeringnetworksboth nationally and globally, andhelp people tap their potentialto make a real difference 42. Employee Volunteering A Local &International Movement And all CAFs South African corporate clients! 43. 44. Isiphala is the Ndebele word for a communal rural grain store. It is constructed in a variety of ways - often resembling a small raised dwelling.We use the Isiphala as a metaphor for our work because it represents investment in future well-being.Our symbol is iconic rather than literal:the CAF colours are used for the vital opening in the Isiphala through which the farmers 'invest' grain into the store, and through which they 'draw' their investment as needed. THANK YOU!