Discover Our CSR Assessment Platform for Collaborators
Uncover the CSR potential of your employees through a digital journey akin to a CSR-focused Assessment Center, and effectively manage your CSR-related risks and opportunities stemming from human factors.
Why Implement a CSR Assessment Solution for Collaborators?
Background
In recent years, companies have been faced with an intensification of CSR-related regulations, creating new, legally formalized risks.
These risks can be costly for businesses in legal, reputational, and operational terms, primarily manifesting as greenwashing, violations of CSR policies by employees, and erosion of workplace relationships
It’s important to note that these risks can arise from employees, but also from collaborators working with the company who have no employee status.
Current events illustrate these issues with concrete cases.
Take, for example, the French oil company that was prosecuted in 2022, and the Dutch airline that was convicted in 2024. And it’s not going to stop there, because Europe is getting busy on these issues. Like the French context, as exemplified by the Climate and Resilience Act (2021), which provides for fines of up to €1.5 million for listed companies or 10% of annual turnover in the event of greenwashing.
A French nursing home manager was ordered to pay €65,000 in 2022 after the death of a resident due to mistreatment, highlighting the serious consequences of failing to adhere to CSR policies.
Difficult to measure, it is an emerging phenomenon linked to the spread of CSR requirements in organizations, raising awareness among employees. This is a global phenomenon, as conscious quitting figures are found in France as well as in other countries.
Various studies and surveys indicate that employees are increasingly sensitive to the values of their employers, with figures suggesting that over 80% of employees are concerned about alignment. Between 50% and 67% of them express a willingness to leave their jobs if their company’s values do not align with their own, with a portion indicating they have already done so.
To navigate this inevitable organizational transformation, companies need to develop their CSR potential at both the policy and strategic levels, as well as within their workforce.
No Solutions on the Market
The traditional Assessment Center remains largely irrelevant as it focuses on a person’s general potential, which does not stimulate the specific potential related to CSR. Assessing whether an individual possesses good interpersonal skills or leadership qualities does not, in itself, provide insights into their sensitivities and strengths regarding CSR initiatives.
The company’s CSR analysis centers on its policies and resources while neglecting the CSR assessment of its employees, who are, in fact, at the heart of the aforementioned CSR risks. The case of the French nursing home manager exemplifies this reality, as he was well-rated in terms of CSR policy. However, this did not prevent him from being embroiled in scandals caused by his employees.
Solution: Our Platform ETHIKYOU
After several months of delay, for which we apologize to our potential partners met during the HR Technologies France 2024, our platform offers companies a solution, by directly assessing the CSR potential of their employees.
The platform, in the form of an itinerary to be completed, enables the collection and calculation of indicators that can help reduce CSR risks and seize opportunities through the CSR potential of employees.
Each potential contains CSR strengths which, once revealed, can enable the company to use employees’ assets according to CSR needs and policies.
By understanding the potentials of their collaborators, HR professionals, managers, and executives can enhance the overall collaborator experience while gaining insights to harness individual capabilities for the growth of the organization.
Based on complex methodologies, our solution helps to reduce turnover costs, while improving employer brand and talent retention thanks to innovative HR tools and indicators to optimize the employee career path, and anticipating the latent problem of conscious quitting (when the employee no longer feels in tune with the company’s values).
Ultimately, our platform serves as a means for companies to bolster their compliance with increasingly stringent CSR regulations while taking care of their most valuable asset: their employees, more broadly collaborators. To complement our solution, we also offer consulting and support services to further assist organizations in their CSR journey.
Designed for HR Professionals, Managers and Executives
Our platform ETHIKYOU has been designed to be intuitive and enable HR functions, managers, and corporate executives to identify the CSR potential of collaborators.
In a digital format and adaptable to regional stakes, the platform is integrable and complementary to traditional HR tools, enabling the implementation of an Assessment Center dedicated to CSR. In doing so, the platform generates visual results and indicators on employees’ CSR potential, accompanied by explanations for comprehension.
Built with scientific methodologies and approaches (CSR/ESG, psychology, HR, law, etc.), the platform provides indicators that can be used according to the needs of HR, managers and executives, while being presented in a neutral way. The aim is to identify trends and highlight employees’ CSR potential for HR purposes.
The Benefits of Our Platform ETHIKYOU
Risk Mitigation
Legal & Reputational
1.1. Anticipating Greenwashing Risks
The CSR evaluation platform provides a perspective for identifying natural trends towards greenwashing through perceptions and intuitions, as well as correlations with other indicators (conscious quitting, CSR leadership, sensitivities, etc.) to reconstruct employees’ understanding of CSR realities specific to the company’s sector.
1.2. Understanding the Functioning of CSR Potential
By mapping the drivers and levers related to employees’ CSR, the platform provides indications to better anticipate risks of violations of CSR policies and company values, due to the discrepancy between practices acceptable to employees and those required by the company.
Operational & HR
2.1. Access tools to anticipate the erosion of relationships at work and conscious quitting
The platform assesses collaborators’ natural potential in view of CSR, providing indications of their sensitivities and operational modes that may conflict on CSR issues, both among themselves and with the company, depending on the type of potential revealed.
2.2. Obtaining Adapted Indicators to Address Cultural Challenges
As CSR issues differ from one country to another, the platform adapts to these specificities to allow for more relevant assessments on the intercultural aspect as well as legal divergences, such as the concept of double materiality, which is not recognized in certain jurisdictions.
Different evaluation platforms are available depending on the company’s region.
1.1. Anticipating Greenwashing Risks
The CSR evaluation platform provides a perspective for identifying natural trends towards greenwashing through perceptions and intuitions, as well as correlations with other indicators (conscious quitting, CSR leadership, sensitivities, etc.) to reconstruct employees’ understanding of CSR realities specific to the company’s sector.
1.2. Understanding the Functioning of CSR Potential
By mapping the drivers and levers related to employees’ CSR, the platform provides indications to better anticipate risks of violations of CSR policies and company values, due to the discrepancy between practices acceptable to employees and those required by the company.
2.1. Access tools to anticipate the erosion of relationships at work and conscious quitting
The platform assesses collaborators’ natural potential in view of CSR, providing indications of their sensitivities and operational modes that may conflict on CSR issues, both among themselves and with the company, depending on the type of potential revealed.
2.2. Obtaining Adapted Indicators to Address Cultural Challenges
As CSR issues differ from one country to another, the platform adapts to these specificities to allow for more relevant assessments on the intercultural aspect as well as legal divergences, such as the concept of double materiality, which is not recognized in certain jurisdictions.
Different evaluation platforms are available depending on the company’s region.
Opportunity Creation
1.1. Reducing Turnover Costs, Equivalent on Average to 6 to 9 Months’ Salary
The platform enables the evaluation of employees’ extra-financial sensitivities and needs who may leave the company if they become bored or no longer find meaning in their roles. For instance, an executive earning €60,000/year represents €30,000 to €45,000 in departure, recruitment, and training costs (1).
Depending on the employee’s profile, the percentages of gross salary represented by a replacement are as follows:
- Newly graduated employee > 35%
- More experienced employee > 150%
- Highly qualified employee > up to 300%-400%
1.2. Reducing Absenteeism (Illness, Burnout, etc.)
Understanding employees’ CSR functioning can help identify incompatibilities and problems within teams or discomfort of certain employees, thereby reducing absenteeism which can represent 4.4% of the wage bill (2).
1.3. Increasing Collaborator Well-being and Confidence
The platform demonstrates to employees that they possess potential representing an asset for the company from a CSR perspective, thus helping to combat impostor syndrome and provide well-being that can create 12% more productivity per employee (3).
1.4. Gaining market shares
The CSR assessment of employees gives the company a good will to better manage its risks, while creating greater trust with its customers and potential customers. Trust can be a determining factor for more than 80% of people when it comes to making a purchase (4).
(1) Cabinet Momen (2021). Link: https://cabinet-management-transition.com/turn-over-combien-coute-la-perte-dun-employe/#:~:text=Quel%20est%20le%20co%C3%BBt%20du,%C3%A0%209%20mois%20de%20salaire
(2) Axa (2022). Link: https://www.axa-assurancescollectives.fr/wp-content/uploads/2023/05/Datascope-2023-observatoire-absenteisme.pdf
(3) University of Warwick (2014). Link: https://wrap.warwick.ac.uk/63228/7/WRAP_Oswald_681096.pdf
(4) Edelman (2019). Link: https://www.edelman.com/sites/g/files/aatuss191/files/2019-06/2019_edelman_trust_barometer_special_report_in_brands_we_trust.pdf
2.1. Enhancing Employer Branding
The CSR assessment platform enables you to assert your company’s benevolent CSR approach to stakeholders (candidates, customers, public authorities, civil society, etc.), in particular with a solution for revealing employees’ potential.
2.2. Retaining, Engaging and Attracting Talent
Access to “human” indicators on conscious quitting, by understanding the CSR drivers of current and potential collaborators, allows for better alignment of extra-financial values between the company and its employees, more broadly collaborators.
2.3. Identifying CSR Ambassadors for the Company
Revealing human CSR potential provides the opportunity to understand employees who are naturally comfortable with CSR issues and may be sincerely interested in becoming CSR referents within or outside the company.
3.1. Accessing New Planning Tools for HR Management
The CSR evaluation platform is constructed with complex methodologies to calculate sensitivities and natural reflexes towards CSR issues, providing neutral and objective indicators to support career management. The platform can be an useful tool in the employee’s annual performance review to identify where they could naturally be most effective in addressing CSR challenges in their current or future position.
3.2. Optimizing Employee Performance
Highlighting employees’ potential, by revealing them to create assets for the company’s CSR activities, offers the possibility to respond to the quest for meaning in current or proposed positions.
3.3. Understanding Employee Motivation Levers
The CSR evaluation of employees allows for better identification of motivation levers to address deep-seated expectations, going beyond levers that do not cover the quest for meaning for an individual’s personality.
3.4. Identifying Secondary Trends Adaptable to the Business Sector
Each employee has a natural potential, based on unique combinations of CSR-related trends and reflexes, representing assets for the company according to the CSR challenges of its business sector and country.
3.5. Transforming the Company through CSR Policy
As all CSR policies are carried out by employees, their CSR evaluation is the beginning of the organization’s transformation, enabling an understanding of how to position employees within CSR activities.
4.1. Communicating on the Use of an Innovative Greenwashing Anticipation Tool
The platform provides indications on employees’ reflexes in situations that may create greenwashing, often unintentional, as it stems from each individual’s interpretations, knowledge, and understanding of CSR.
4.2. Increasing Visibility of Collaborator Well-being
The CSR evaluation of collaborators provides indications to help them feel as comfortable as possible during their experiences within the company, which is regularly evaluated in turn through public channels (Glassdoor reviews, surveys, word-of-mouth, etc.).
4.3. Developing a Unifying CSR Policy
Through a CSR tool attentive to employee sensitivities, the company can promote CSR internally and provide optimized support for employee needs, with the platform serving HR professionals, managers and corporate executives.
Financial
1.1. Reducing Turnover Costs, Equivalent on Average to 6 to 9 Months’ Salary
The platform enables the evaluation of employees’ extra-financial sensitivities and needs who may leave the company if they become bored or no longer find meaning in their roles. For instance, an executive earning €60,000/year represents €30,000 to €45,000 in departure, recruitment, and training costs (1).
Depending on the employee’s profile, the percentages of gross salary represented by a replacement are as follows:
- Newly graduated employee > 35%
- More experienced employee > 150%
- Highly qualified employee > up to 300%-400%
1.2. Reducing Absenteeism (Illness, Burnout, etc.)
Understanding employees’ CSR functioning can help identify incompatibilities and problems within teams or discomfort of certain employees, thereby reducing absenteeism which can represent 4.4% of the wage bill (2).
1.3. Increasing Collaborator Well-being and Confidence
The platform demonstrates to employees that they possess potential representing an asset for the company from a CSR perspective, thus helping to combat impostor syndrome and provide well-being that can create 12% more productivity per employee (3).
1.4. Gaining market sharesThe CSR assessment of employees gives the company a good will to better manage its risks, while creating greater trust with its customers and potential customers. Trust can be a determining factor for more than 80% of people when it comes to making a purchase (4).
(1) Cabinet Momen (2021). Link: https://cabinet-management-transition.com/turn-over-combien-coute-la-perte-dun-employe/#:~:text=Quel%20est%20le%20co%C3%BBt%20du,%C3%A0%209%20mois%20de%20salaire
(2) Axa (2022). Link: https://www.axa-assurancescollectives.fr/wp-content/uploads/2023/05/Datascope-2023-observatoire-absenteisme.pdf
(3) University of Warwick (2014). Link: https://wrap.warwick.ac.uk/63228/7/WRAP_Oswald_681096.pdf
(4) Edelman (2019). Link: https://www.edelman.com/sites/g/files/aatuss191/files/2019-06/2019_edelman_trust_barometer_special_report_in_brands_we_trust.pdf
Reputational
2.1. Enhancing Employer Branding The CSR evaluation platform allows the company to affirm a voluntary CSR approach to stakeholders (job applicants, clients, public authorities, civil society, etc.), particularly with a solution to reveal collaborators’ potential. 2.2. Retaining, Engaging and Attracting Talent Access to “human” indicators on conscious quitting, by understanding the CSR drivers of current and potential collaborators, allows for better alignment of extra-financial values between the company and its employees, more broadly collaborators. 2.3. Identifying CSR Ambassadors for the Company Revealing human CSR potential provides the opportunity to understand employees who are naturally comfortable with CSR issues and may be sincerely interested in becoming CSR referents within or outside the company.
Operational & HR
3.1. Accessing New Planning Tools for HR Management The CSR evaluation platform is constructed with complex methodologies to calculate sensitivities and natural reflexes towards CSR issues, providing neutral and objective indicators to support career management. The platform can be an useful tool in the employee’s annual performance review to identify where they could naturally be most effective in addressing CSR challenges in their current or future position.
3.2. Optimizing Employee Performance Highlighting employees’ potential, by revealing them to create assets for the company’s CSR activities, offers the possibility to respond to the quest for meaning in current or proposed positions. 3.3. Understanding Employee Motivation Levers The CSR evaluation of employees allows for better identification of motivation levers to address deep-seated expectations, going beyond levers that do not cover the quest for meaning for an individual’s personality. 3.4. Identifying Secondary Trends Adaptable to the Business Sector Each employee has a natural potential, based on unique combinations of CSR-related trends and reflexes, representing assets for the company according to the CSR challenges of its business sector and country. 3.5. Transforming the Company through CSR Policy As all CSR policies are carried out by employees, their CSR evaluation is the beginning of the organization’s transformation, enabling an understanding of how to position employees within CSR activities.
Marketing & Strategic
4.1. Communicating on the Use of an Innovative Greenwashing Anticipation Tool
The platform provides indications on employees’ reflexes in situations that may create greenwashing, often unintentional, as it stems from each individual’s interpretations, knowledge and understanding of CSR. 4.2. Increasing Visibility of Collaborator Well-being The CSR evaluation of collaborators provides indications to help them feel as comfortable as possible during their experiences within the company, which is regularly evaluated in turn through public channels (Glassdoor reviews, surveys, word-of-mouth, etc.). 4.3. Developing a Unifying CSR Policy Through a CSR tool attentive to employee sensitivities, the company can promote CSR internally and provide optimized support for employee needs, with the platform serving HR professionals, managers and corporate executives.
Platform Features
Access to a personalized space to manage options
Assessing the CSR potential of current and future employees
Visualization of evaluation results in graphical format
Explanation of concepts through text and pop-ups
Matching of sensitivities among employees, broadly collaborators
Access to HR planning tools centered around CSR
Easy integration (SaaS software) with traditional HR tools and processes for recruitment or career management
Easy and intuitive use of features to manage access and visualization of evaluation results
Availability of evaluation, results and explanations in French and English
Assessment adaptability to regional and national CSR trends
Our Offers
The above offers are valid only for the European Union, Norway and Switzerland. To learn more about our offer in your country, contact us.
Our Case Studies
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Frequently Asked Questions about the Platform
Comparable to a digital Assessment Center dedicated to CSR, ETHIKYOU is a platform for evaluating employees’ CSR potential. It is an easily accessible SaaS software designed to assist companies in measuring and developing their employees’ CSR skills. Through a series of exercises (situational judgments, questions, collection of natural reflexes, etc.), it assesses how employees understand, integrate, and interact with CSR reasoning and approaches in their daily lives.
An Assessment Center is an evaluation method that measures a candidate’s competencies through psychometric tools and varied situational exercises. It complements traditional methods such as interviews or self-assessments to enhance the quality of HR decisions. This approach is particularly useful for recruitment, career management, internal mobility, and skills development.
A digital Assessment Center offers exceptional flexibility, allowing participants to connect from anywhere at any time, thereby reducing logistical costs and organizational time. Unlike an in-person Assessment Center, there is no need to coordinate time slots for evaluation by mobilizing rooms and observers.
Among other things, the platform uses tests, questions, case analyses and scenarios to measure CSR reflexes, covering sensitivities, instincts and intuitions. The results are studied to provide detailed analyses that help HR professionals, managers, and company executives understand how an individual’s natural potential, in terms of CSR logic, can be a strength for an organization and its CSR initiatives.
The platform assesses a wide range of skills, including environmental sensitivity, business ethics, social awareness, and the ability to make sustainable decisions. It can also measure specific skills related to particular areas of CSR, such as apprehension of concepts or spontaneous development of balances in given situations.
No, the evaluation process does not require any specific knowledge in CSR or sustainable development. The purpose of the assessment is to reveal the natural potential already present in an individual, to see how it can respond to parts of polymorphic CSR approaches. Having knowledge or not in CSR has no influence on the results as there are, strictly speaking, no right or wrong answers.
ETHIKYOU offers a level playing field, based not on subjective observations, but on approaches and methodologies. The platform ensures a consistent, standardized assessment, minimizing subjectivity.
Yes, the platform is designed to measure employees’ potential and provide indicators adapted to the sectors where a recruitment candidate is applying or where a current employee wishes to evolve.
The evaluation results can be used to, among other things, develop personalized training plans, improve employee placement in the company’s CSR approaches and projects, select CSR ambassadors for activities, and help guide promotion and career development decisions.
Yes, the platform applies high security standards to protect user data. It complies with the GDPR (General Data Protection Regulation) applied in the European Union. Employees taking part in the assessment have access to the results obtained and transmitted to their HR and managers.
The platform is a SaaS software, requiring no particular technical specifications for installation. Access is provided with a maintenance service in case of problems.
Yes, the platform offers full client support, including technical assistance, advice on how to make the best use of the platform, and training resources to help users get the most out of the evaluation tools. This is included in the subscription offer.