The indicators used in the Corporate Impact Reporting framework offer progression over three levels:
 | Level 1 : companies just beginning to measure progress; requires mostly baseline data
|
|
 | Level 2 : companies wishing to move beyond a basic commitment; requires some performance and impact data
|
|
 | Level 3 : companies aiming at further improvement of their performance; requires qualitative as well as quantitative information.
|
Marketplace
|
| Customer complaints about products and services
|
| Advertising complaints upheld
|
| Complaints about late payment of bills
|
| Upheld cases of anti-competitive behaviour
|
|
| Customer satisfaction levels
|
| Customer retention
|
| Provision for customers with special needs
|
| Average time to pay bills to suppliers
|
|
| Customer loyalty measures
|
| Recognising and catering for diversity in advertising and product labelling
|
| Social impact, cost or benefits, of the company's core products and services
|
|
Environment
|
| Overall energy consumption
|
| Water usage
|
| Quantity of waste produced by weight
|
| Upheld cases of prosecution for environmental offences
|
|
| CO2/greenhouse gas emissions
|
| Other emissions (eg Ozone, Radiation, SOx, NOx etc)
|
| Use of recycled material
|
|
| Percentage of waste recycled
|
| Net CO2 contribution made
|
| Environmental impact over the supply chain
|
| Environmental impact, benefits or costs, of companies core products and services
|
|
Workplace
|
| Workforce profile - gender
|
| Workforce profile - race
|
| Workforce profile - disability
|
| Workforce profile - age
|
| Staff absenteeism
|
| Number of legal non-compliances on health and safety and equal opportunities legislation
|
| Number of staff grievances
|
| Upheld cases of corrupt or unprofessional behaviour
|
| Number of recordable incidents (fatal and non-fatal) including sub-contractors
|
|
| Staff turnover
|
| Value of training and development provided to staff
|
| Pay and conditions compared against local equivalent averages
|
| Workforce profile compared to the community profile for travel to work area - gender
|
| Workforce profile compared to the community profile for travel to work area - race
|
| Workforce profile compared to the community profile for travel to work area - disability
|
| Workforce profile compared to the community profile for travel to work area - age
|
|
| Impact evaluations of the effects of downsizing, restructuring etc
|
| Perception measures of the company by its employees
|
|
Community
|
| Cash value of company support as % of pre-tax profit
|
| Estimated combined value of staff company time, gifts in kind and management costs
|
|
| Individual value of staff time, gifts in kind and management costs
|
| Project progress and achievement measures
|
| Leverage of other resources
|
|
| Impact evaluations carried out on community programmes
|
| Perception measures of the company as a good neighbour
|
|
Human rights
|
| Any upheld non-compliances with domestic human rights legislation
|
| Existence of confidential grievance procedures for workers
|
| Wage rates
|
|
| Progress measures against adherence to stated business principles on human rights as stated by UK law and international human rights standards
|
| Proportion of suppliers and partners screened for human rights compliance
|
|
| Proportion of suppliers and partners meeting the company’s expected standards on human rights
|
| Proportion of company's managers meeting the company's standards on human rights within their area of operation
|
| Perception of the company's performance on human rights by employees, the local community and other stakeholders
|
|
|
|
For further CSR context and a complete guide to the recommended impact indicators which form the basis of the company reports in this website, please download the relevant sections from the report Winning with Integrity (BITC; 2000). Each section is in PDF format (approx 1.0Mb).
|
