Our CSR Assessment Tool
Reveal your employees’ CSR potentials with a tool inspired by the Assessment Center and the CSRD, and manage your CSR risks and opportunities linked to human factors.
Why Implement a CSR Assessment Solution for Employees (or 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 should be noted that these risks can stem from employees, but also from collaborators working with the company, without 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 Solution on the Market
In light of recent cases involving companies facing accusations of greenwashing and inappropriate collaborator behavior, there is currently no viable solution available in the market. The closest alternatives are traditional the Assessment Center and CSR analysis of companies.
The Assessment Center is a method that evaluates a person’s skills and reflexes to hold a specific position through various exercises (simulations, role-playing, psychometric tests, etc.).
The traditional Assessment Center therefore remains largely irrelevant for mitigating greenwashing or actions that may violate the company’s CSR policy, as the Assessment Center focuses on an individual’s competencies in given situations, which does not stimulate the potential to face the broader challenges of CSR. Determining whether a person has good interpersonal skills or leadership abilities does not in itself provide indications about the reflexes regarding CSR.
CSR analysis of companies evaluates how an organization integrates CSR principles into its activities from an ESG (environmental, social and governance) perspective through its policies and means.
Thus, CSR analysis of companies focuses on the policies and means of companies, ignoring CSR analysis of employees, who are at the heart of the aforementioned CSR risks that can create greenwashing and actions breaching a company’s CSR policy. The case of the French nursing home company shows this reality, as it was well-rated in terms of CSR policy. This did not prevent it from being involved in scandals caused by its employees.
Solution: Our ETHIKYOU Tool
After several months of delay, for which we apologize to our potential partners and clients met during the HR Technologies France 2024 exhibition, our ETHIKYOU tool with its platform offers a solution for companies to evaluate the CSR potential of their employees.
Compliant with the GDPD (General Data Protection Directive), while drawing inspirant from the Assessment Center and the CSRD (Corporate Sustainability Reporting Directive), our ETHIKYOU tool is a solution that can be used separately or as a complement to these approaches. Indeed, through its user functionalities and CSR evaluation platform, ETHIKYOU addresses the weaknesses of the Assessment Center and CSR analysis of companies:
– For the Assessment Center, ETHIKYOU helps to fill the gaps by further evaluating employees’ instincts, intuitions and sensitivities. These elements form the constant and innate aptitudes that condition people’s daily behaviors, which is uncorrelated with the specific and acquired skills required by precise situations. By framing these constant aptitudes with CSR methodologies and frameworks focused on human aspects, ETHIKYOU enables the stimulation of employees’ skills and reflexes to address situations of greenwashing, violations of the company’s CSR policies or conscious quitting. Beyond observation, ETHIKYOU’s digital format provides access to features for managing its CSR assessment platform and visualizing its results;
– For CSR analysis of companies, ETHIKYOU fills the gap in CSR analysis of employees. Indeed, while corporate CSR analysis focuses on the specificities of an organization translated into policies and means, our platform concentrates on employees or collaborators facing CSR. In this sense, ETHIKYOU conducts CSR analysis built to adapt to human specificities. This includes complex and unique methodologies and frameworks, developed over nearly two years with essential CSR/ESG expertise and human-related expertise beyond CSR (HR, psychology, coaching, etc.). Much more than an analysis, ETHIKYOU offers its CSR assessment platform with features allowing to study the employees’ CSR strengths.
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 Corporate Executives
The ETHIKYOU tool holds unique features and an evaluation platform to reveal employees’ natural potentials for CSR, which cannot be uncovered without an adapted framework and criteria. Similar to potential in art or sports, if a person is not observed in suitable situations and with appropriate criteria, their natural aptitudes for the field will remain hidden. The same applies to the field of CSR.
This is where ETHIKYOU serves as a powerful tool for detecting an employee’s aptitudes for CSR. This opens up two initial opportunities for the company. On the one hand, to be able to unleash the full potential of the employee to become an asset in CSR activities, and on the other, to be able to improve the employee’s career within the company by knowing the natural aptitudes and sensitivities. In a digital format and adaptable to regional specificities, ETHIKYOU is a tool that can easily integrate and complement existing HR tools to extend recruitment, career management or skills development processes.
For months, ETHIKYOU has undergone testing on both its user functionalities and its CSR evaluation platform, being in a process of continuous improvement. Its platform, built with rigorous methodologies and supported by various expertise (CSR/ESG, HR, psychology, coaching, law, accounting, etc.), generates indicators (figures, texts, visuals) that can be used according to HR needs.
Advantages of our ETHIKYOU platform
Risk Mitigation
Legal & Reputational
1.1. Anticipating Greenwashing Risks
The CSR assessment platform opens up a perspective to identify natural tendencies towards greenwashing through perceptions and intuitions, but also correlated with other indicators (conscious quitting, CSR leadership, sensitivities, etc.) to reconstruct the employee’s hindsight and reflexes in the face of CSR realities specific to the company’s sector as well as to all sectors of activity.
The platform can help reduce the occurrence of greenwashing by assessing a person’s ability to recognize and avoid greenwashing, for which sanctions have been provided since 2021 in France through the Climate and Resilience Law No. 2021-1104 and since 2024 in Europe through Directive No. 2024/825.
1.2. Preventing CSR Policy Violations
By mapping the drivers and levers related to the employee’s CSR, the platform generates insights to better anticipate the risks of violating CSR policies (including the company’s values) caused by the gap between practices acceptable to the employee and those required by the company.
ETHIKYOU thus produces assessments on a person’s natural tendencies regarding CSR issues, allowing the company to see how this may or may not align with its CSR policies, given that violations of an organization’s CSR policy often correspond to offenses provided for by law (corruption, neglect of workplace safety, hiring discrimination, river pollution, etc.).
1.3. Raising Awareness about CSR and Improving Regulatory Compliance
Although it requires no knowledge of CSR, the assessment platform naturally confronts employees with the reality of CSR regulations. This can raise awareness of these issues and facilitate synergy between different professions in achieving compliance with regulations such as the CSRD (Corporate Sustainability Reporting Directive), whose cross-cutting requirements involve various occupations.
By fostering this sensitivity to sustainability issues, the platform serves as a means to mitigate exposure to risks that may arise from lax behavior of employees in tasks required to help the company comply with CSR regulations (complex data calculations subject to audits, implementation of procedures to align with measures, etc.). Indeed, for certain requirements, only specific employees possess the expertise to respond on behalf of the company (e.g. data owners for their data). Therefore, the company must be able to rely on them to do their best to comply with regulations, similar to the “Best effort” concept of the European SFDR (Sustainable Finance Disclosure Regulation).
Operational & HR
2.1. Preventing Erosion of Workplace Relationships and Conscious Quitting
The platform assesses employees and 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. With a feature to analyze compatibilities among individuals who have completed the CSR journey, the platform helps the company identify existing synergies and complementarities within teams or the isolation that an employee may experience in a team with significantly different CSR profiles.
Through this assessment of employee profiles, combined with the ability to study their compatibilities, the platform’s methodologies calculate indicators to link correspondences or divergences between CSR profiles. As a result, ETHIKYOU serves as a tool to anticipate erosion in work relationships and risks of conscious quitting, by enabling the understanding of how employees can stimulate, complement, or divide each other when facing CSR and sustainability challenges.
2.2. Having Appropriate Indicators to Address Cultural Challenges
As CSR issues vary from one country to another, the platform adapts to employees’ understanding of cultural biases. Indeed, the platform produces assessments that incorporate cultural dimensions into a person’s aptitudes, including their perspectives stemming from societal customs and legal references that may influence them. An illustration of this is the double materiality analysis of CSR issues, which is only considered in certain jurisdictions where the cultural vision of business shapes this concept. ETHIKYOU provides insights into an employee’s approach to activities involving culturally diverse interlocutors, which is common in the CSR sector.
The platform thus serves as a tool to reduce the risks of internal “conflicts” or tensions by evaluating the dominant CSR tendency of the employee, with a part of the assessment that ETHIKYOU will automatically adjust on a case-by-case basis from the employee’s first spontaneous response. This allows giving equal opportunities to affirm the dominant CSR tendency for each employee. In doing so, the platform creates a reliable foundation of this tendency to correlate it with other responses through methodologies that calculate indicators by aggregating data. The advantage of these methodologies is to provide a 360° view of a person’s CSR potential, which cannot be understood in isolation on certain questions where cultural “experience” influences reflexes. This is the full complexity of CSR analysis applied to humans, but ETHIKYOU’s calculations allow for the production of usable indicators to see how to mitigate risks of friction related to culture, often shaped by the profession practiced, the industry sector, or even the customs of society and the legal context where the person lives.
1.1. Anticipating Greenwashing Risks
The CSR assessment platform opens up a perspective to identify natural tendencies towards greenwashing through perceptions and intuitions, but also correlated with other indicators (conscious quitting, CSR leadership, sensitivities, etc.) to reconstruct the employee’s hindsight and reflexes in the face of CSR realities specific to the company’s sector as well as to all sectors of activity.
The platform can help reduce the occurrence of greenwashing by assessing a person’s ability to recognize and avoid greenwashing, for which sanctions have been provided since 2021 in France through the Climate and Resilience Law No. 2021-1104 and since 2024 in Europe through Directive No. 2024/825.
1.2. Preventing CSR Policy Violations
By mapping the drivers and levers related to the employee’s CSR, the platform generates insights to better anticipate the risks of violating CSR policies (including the company’s values) caused by the gap between practices acceptable to the employee and those required by the company.
ETHIKYOU thus produces assessments on a person’s natural tendencies regarding CSR issues, allowing the company to see how this may or may not align with its CSR policies, given that violations of an organization’s CSR policy often correspond to offenses provided for by law (corruption, neglect of workplace safety, hiring discrimination, river pollution, etc.).
1.3. Raising Awareness about CSR and Improving Regulatory Compliance
Although it requires no knowledge of CSR, the assessment platform naturally confronts employees with the reality of CSR regulations. This can raise awareness of these issues and facilitate synergy between different professions in achieving compliance with regulations such as the CSRD (Corporate Sustainability Reporting Directive), whose cross-cutting requirements involve various occupations.
By fostering this sensitivity to sustainability issues, the platform serves as a means to mitigate exposure to risks that may arise from lax behavior of employees in tasks required to help the company comply with CSR regulations (complex data calculations subject to audits, implementation of procedures to align with measures, etc.). Indeed, for certain requirements, only specific employees possess the expertise to respond on behalf of the company (e.g. data owners for their data). Therefore, the company must be able to rely on them to do their best to comply with regulations, similar to the “Best effort” concept of the European SFDR (Sustainable Finance Disclosure Regulation).
2.1. Preventing Erosion of Workplace Relationships and Conscious Quitting
The platform assesses employees and 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. With a feature to analyze compatibilities among individuals who have completed the CSR journey, the platform helps the company identify existing synergies and complementarities within teams or the isolation that an employee may experience in a team with significantly different CSR profiles.
Through this assessment of employee profiles, combined with the ability to study their compatibilities, the platform’s methodologies calculate indicators to link correspondences or divergences between CSR profiles. As a result, ETHIKYOU serves as a tool to anticipate erosion in work relationships and risks of conscious quitting, by enabling the understanding of how employees can stimulate, complement, or divide each other when facing CSR and sustainability challenges.
2.2. Having Appropriate Indicators to Address Cultural Challenges
As CSR issues vary from one country to another, the platform adapts to employees’ understanding of cultural biases. Indeed, the platform produces assessments that incorporate cultural dimensions into a person’s aptitudes, including their perspectives stemming from societal customs and legal references that may influence them. An illustration of this is the double materiality analysis of CSR issues, which is only considered in certain jurisdictions where the cultural vision of business shapes this concept. ETHIKYOU provides insights into an employee’s approach to activities involving culturally diverse interlocutors, which is common in the CSR sector.
The platform thus serves as a tool to reduce the risks of internal “conflicts” or tensions by evaluating the dominant CSR tendency of the employee, with a part of the assessment that ETHIKYOU will automatically adjust on a case-by-case basis from the employee’s first spontaneous response. This allows giving equal opportunities to affirm the dominant CSR tendency for each employee. In doing so, the platform creates a reliable foundation of this tendency to correlate it with other responses through methodologies that calculate indicators by aggregating data. The advantage of these methodologies is to provide a 360° view of a person’s CSR potential, which cannot be understood in isolation on certain questions where cultural “experience” influences reflexes. This is the full complexity of CSR analysis applied to humans, but ETHIKYOU’s calculations allow for the production of usable indicators to see how to mitigate risks of friction related to culture, often shaped by the profession practiced, the industry sector, or even the customs of society and the legal context where the person lives.
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. Stimulating Economic Performance
Beyond individual employee productivity due to well-being, numerous studies have examined the correlation between company performance and CSR, yielding both positive and mixed conclusions. However, there is no doubt that any activity, whatever it may be, will be more effective if carried out by people with suitable natural aptitudes than by those without. The same applies to an employee’s aptitudes for CSR activities; being able to detect these allows the company to go further, due to the transversal nature of CSR activities that inevitably extend to all professions and levels of an organization. It is this transversal nature that means each person has natural aptitudes for CSR, but we must be able to successfully reveal them. This becomes crucial with regulations that are progressively imposing more steps towards CSR.
1.5. 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. Promoting Contributions to Regulatory ComplianceThe platform aims to reveal a person’s CSR potential by naturally confronting them with CSR issues. Thus, when a person discovers their “talent” in the field of CSR, it is not uncommon for them to become sensitized to it and naturally engage in tasks increasingly requested by management to comply with regulations, such as the CSRD, which require contributions from all professions within an organization and at different levels of responsibility. 2.2. Improving Employer BrandingThe platform allows the company to assert a CSR approach in its DNA to external stakeholders (candidates, clients, public authorities, civil society, etc.), particularly with a desire to create natural employee involvement in environmental issues. This demonstrates a CSR approach that can mitigate the dissatisfaction of stakeholders who are increasingly resorting to legal action when it comes to environmental harm (climate inaction in the name of the duty of vigilance, etc.).2.3. Retaining, Engaging and Attracting Talent
Access to insights on conscious quitting, by understanding the CSR drivers of current employees and job candidates, allows for a better understanding of how to align non-financial values between the company and its employees. By identifying the type of conscious quitting of an employee, ETHIKYOU can produce more comprehensive insights on the employee’s alignment with the company, particularly through data on CSR functioning or a person’s CSR leadership.
The platform thus provides the company with valuable data to capitalize on conscious quitting, whose impact is significant but analysis is complex. This is where ETHIKYOU creates opportunities, as it is a tool that incorporates methodologies that take into account the complexity of human nature, and provides precise insights to the company that would be impossible without an adapted analysis. For example, without analysis, it is common to view strong conscious quitting as a danger for a controversial company. However, when a person’s conscious quitting is considered in correlation with other natural characteristics, it may emerge as an asset for the controversial company. Indeed, the latter will precisely need a person with a strong conscious quitting tendency to drive CSR initiatives, especially if it is associated with appropriate leadership, which will in turn depend on the secondary CSR tendencies or the CSR functioning of the individual.
Thus, ETHIKYOU can be a powerful tool for creating opportunities in terms of talent retention, engagement, and attraction as it has rigorous methodologies that are sufficiently flexible to take into account human specificities. This allows for capitalizing on conscious quitting by putting it into perspective with other indicators of CSR potential. The isolated study of conscious quitting does not mean much for the human CSR potential.
2.4. Identifying CSR Ambassadors for the CompanyRevealing 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. Improving Risk Management
CSR analysis of strategies allows the company to better understand and address the non-financial risks of its policies. Similarly, CSR analysis of employees allows the company to better understand and address human risks, with the unique ability to turn these risks into opportunities by better guiding or engaging employees. The case of conscious quitting is edifying: if it’s high, a company that doesn’t understand it will turn it into a risk, but if it does understand it, it can turn it into a valuable asset.3.2. Accessing a New Tool for HRM that can Assist with PDPsThe 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 a precise tool for the Personal Development Plan (PDP) or Skills Development Plan, usable in the employee’s annual performance review to see where they could naturally be most effective in addressing CSR challenges in their current or future position.
3.3. 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. That also facilitates behaviors and cooperation among employees to contribute to the data collection requirements imposed by European regulations related to CSR and sustainability (CSRD, taxonomy, CSDDD (Corporate Sustainability Due Diligence Directive), etc.).
3.4. 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. The platform thus provides insights into the CSR dimension of an individual’s personality, extending methods such as DISC, which measures communication and behavioral styles but represents only a part of one’s personality.
3.5. Identifying Secondary Tendencies Adaptable to the Business Sector
Each employee has a natural potential, based on unique combinations of CSR-related tendencies and reflexes, representing assets for the company according to the CSR challenges of its business sector and country.
3.6. Transforming the Company through CSR Policy
As all CSR policies are carried out by employees, their CSR evaluation is the beginning of the transformation of an organization, 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 an 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. Stimulating Economic Performance
Beyond individual employee productivity due to well-being, numerous studies have examined the correlation between company performance and CSR, yielding both positive and mixed conclusions. However, there is no doubt that any activity, whatever it may be, will be more effective if carried out by people with suitable natural aptitudes than by those without. The same applies to an employee’s aptitudes for CSR activities; being able to detect these allows the company to go further, due to the transversal nature of CSR activities that inevitably extend to all professions and levels of an organization. It is this transversal nature that means each person has natural aptitudes for CSR, but we must be able to successfully reveal them. This becomes crucial with regulations that are progressively imposing more steps towards CSR.
1.5. 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
Legal & Reputational
2.1. Promoting Contributions to Regulatory ComplianceThe platform aims to reveal a person’s CSR potential by naturally confronting them with CSR issues. Thus, when a person discovers their “talent” in the field of CSR, it is not uncommon for them to become sensitized to it and naturally engage in tasks increasingly requested by management to comply with regulations, such as the CSRD, which require contributions from all professions within an organization and at different levels of responsibility. 2.2. Improving Employer BrandingThe platform allows the company to assert a CSR approach in its DNA to external stakeholders (candidates, clients, public authorities, civil society, etc.), particularly with a desire to create natural employee involvement in environmental issues. This demonstrates a CSR approach that can mitigate the dissatisfaction of stakeholders who are increasingly resorting to legal action when it comes to environmental harm (climate inaction in the name of the duty of vigilance, etc.).2.3. Retaining, Engaging and Attracting Talent
Access to insights on conscious quitting, by understanding the CSR drivers of current employees and job candidates, allows for a better understanding of how to align non-financial values between the company and its employees. By identifying the type of conscious quitting of an employee, ETHIKYOU can produce more comprehensive insights on the employee’s alignment with the company, particularly through data on CSR functioning or a person’s CSR leadership.
The platform thus provides the company with valuable data to capitalize on conscious quitting, whose impact is significant but analysis is complex. This is where ETHIKYOU creates opportunities, as it is a tool that incorporates methodologies that take into account the complexity of human nature, and provides precise insights to the company that would be impossible without an adapted analysis. For example, without analysis, it is common to view strong conscious quitting as a danger for a controversial company. However, when a person’s conscious quitting is considered in correlation with other natural characteristics, it may emerge as an asset for the controversial company. Indeed, the latter will precisely need a person with a strong conscious quitting tendency to drive CSR initiatives, especially if it is associated with appropriate leadership, which will in turn depend on the secondary CSR tendencies or the CSR functioning of the individual.
Thus, ETHIKYOU can be a powerful tool for creating opportunities in terms of talent retention, engagement, and attraction as it has rigorous methodologies that are sufficiently flexible to take into account human specificities. This allows for capitalizing on conscious quitting by putting it into perspective with other indicators of CSR potential. The isolated study of conscious quitting does not mean much for the human CSR potential.2.4. 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. Improving Risk Management
CSR analysis of strategies allows the company to better understand and address the non-financial risks of its policies. Similarly, CSR analysis of employees allows the company to better understand and address human risks, with the unique ability to turn these risks into opportunities by better guiding or engaging employees. The case of conscious quitting is edifying: if it’s high, a company that doesn’t understand it will turn it into a risk, but if it does understand it, it can turn it into a valuable asset. 3.2. Accessing a New Tool for HRM that can Assist with PDPs 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 a precise tool for the Personal Development Plan (PDP) or Skills Development Plan, usable in the employee’s annual performance review to see where they could naturally be most effective in addressing CSR challenges in their current or future position.
3.3. 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. That also facilitates behaviors and cooperation among employees to contribute to the data collection requirements imposed by European regulations related to CSR and sustainability (CSRD, taxonomy, CSDDD (Corporate Sustainability Due Diligence Directive), etc.).3.4. 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. The platform thus provides insights into the CSR dimension of an individual’s personality, extending methods such as DISC, which measures communication and behavioral styles but represents only a part of one’s personality.3.5. Identifying Secondary Tendencies Adaptable to the Business Sector Each employee has a natural potential, based on unique combinations of CSR-related tendencies and reflexes, representing assets for the company according to the CSR challenges of its business sector and country. 3.6. 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 an 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.
Our Features
Access to a secure space to manage the evaluation platform as a tool
Sending the evaluation only to selected employees (or collaborators)
Monitoring of the evaluation dispatch and its progress from a secure space
Notification on the secure space when the evaluation is completed
Presentation of results with visual, quantitative and qualitative data
Availability of explanatory texts and pop-ups to accompany the results
Downloading of each employee’s results in PDF format
Accessibility to results, evaluation and secure space in both French and English
Creation of filters on employee evaluation results
Search for compatibilities between employees and saving of matches
Provision of a neutral evaluation revealing the natural CSR strengths of all
Option to delete data via the secure space in compliance with the GDPR
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
Ask a demo
Frequently Asked Questions about the Platform
Comparable to a digital Assessment Center dedicated to CSR, ETHIKYOU is a platform for evaluating employees or collaborators’ CSR potential. The platform is integrated into the tool of the same name, which is a SaaS software with features that allow companies to measure natural strengths and develop the CSR skills of their employees (more broadly collaborators). In the form of a journey consisting of exercises (situational scenarios, questions, collection of natural reflexes, etc.), the platform allows for the evaluation of how employees (or collaborators) understand, integrate, and interact with CSR reasoning and approaches in their daily lives.
The ETHIKYOU platform is integrated into the tool of the same name, which has features to manage the platform. These features notably allow sending access to the platform to employees or job candidates so they can complete the CSR assessment journey to detect their strengths in this area. In other words, the tool encompasses both the functionalities and the platform, while the platform is a component of the tool.
The Assessment Center is an evaluation method that measures a candidate’s competencies through psychometric tools and specific 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 analyzed to provide detailed insights that help HR professionals, managers, and corporate executives understand how an individual’s natural potential, in relation to the complexities and logic of CSR, 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 space 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.
Through an automated journey that adapts and changes based on the person’s first spontaneous response, ETHIKYOU offers equal treatment, thus minimizing subjectivity by relying on methodologies that provide a scientific perspective composed of interconnected views, averages, and aggregated scores. Indeed, the methodologies measure trends rather than good or bad capabilities, as there are no inherently good or bad results for CSR, which is polymorphic in nature. The platform therefore ensures a consistent and standardized evaluation, minimizing subjectivities and guaranteeing equal treatment, although this is not as important as a knowledge assessment since the majority of the results are neutral.
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, among other things, to develop personalized development plans (PDPs) or customized training programs, improve the placement of employees in the company’s CSR activities, select CSR ambassadors for events, help guide promotion and career development decisions, etc. Beyond the HR domain, the perspectives provided by ETHIKYOU are numerous for the company at different levels (financial, operational, reputational, marketing, etc.).
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 undergoing the evaluation have access to their obtained results, which are transmitted to their HR representatives or managers. These latter also have the option to delete all data of an employee directly from their secure spaces.
The ETHIKYOU tool, including its platform, is a SaaS software that requires no particular technical specifications for installation, a simple Internet connection is sufficient.
Yes, the ETHIKYOU tool, including its functionalities and platform, is offered with comprehensive customer support, which includes technical assistance, advice for optimal use of the tool, and training resources to help users make the best of the possibilities offered by the tool. This is included in the subscription offer.