Creating Shared Value Through Implementing Vocational Rehabilitation In The Corporate Social Responsibility Strategy: A Literature Review

Abstract

After an accident or illness, it may be difficult or even impossible to return to work. Although occupational safety and health (OHS) are essential elements of corporate social responsibility (CSR), support for employees returning to work or vocational rehabilitation are rarely part of the CSR strategy. The aim of this paper is to assess and synthesize the current state of research of vocational rehabilitation in the context of CSR. A literature analysis was conducted to examine the need to address vocational rehabilitation as part of the CSR strategy as well as the existing approaches for implementation. Vocational rehabilitation is an important part of a company's social responsibility towards its employees as well as towards society. The promotion of vocational rehabilitation should be an essential element of the CSR strategy and can create shared value. However, a commitment to vocational rehabilitation alone is not enough; the commitment must be explicitly described and go beyond the legal minimum. That can be done, for example, through return-to-work (RTW) policies, proactive initiation and coordination of the rehabilitation process, the adaptation of the workplace and work activities, the institutionalization of sheltered workplaces, and a specialist unit for vocational rehabilitation within the company. Particularly access for external persons to the company's sheltered workplaces, internships or entry-level positions is a critical aspect for substantially promoting vocational rehabilitation and achieving additional shared value. Vocational rehabilitation as part of the CSR strategy must continue to be examined empirically, in particular "best practice" approaches from business practice.

Comparing the Impact of Vocational Rehabilitation and the Employment of Persons With Disabilities on Companies: Analysis of Existing Research

“…Occupational safety and health is already an important and central element of CSR which is taken into account in all CSR tools and instruments. However, if an employee becomes ill or has an accident and subsequently needs support in returning to work or vocational rehabilitation, this is rarely part of the CSR strategy [29]. The employment of PWD is also rarely part of the CSR strategy in business practice [30].…”

“…The employment of PWD and vocational rehabilitation are an essential element of social responsibility towards the employees and towards society [29].…”

“…Studies also indicate that the existence of disability management or vocational rehabilitation program in a company is associated with fewer work-related burnout cases and an improved corporate culture as well as a positive influence on the job satisfaction of the affected persons and their colleagues [32]. Vocational rehabilitation offers a great opportunity of recruiting and retaining employees [29].…”

“…The employment of PWD and vocational rehabilitation can minimize social and health costs for society in the long term and secure the professional future of those affected. Companies that commit themselves can generate an actual "shared value" since the prosperity of society is increased which will benefit the company in return [29].…”

The Consequences of the Religious Stratification of Multi-Religious Countries on the USA Example

“…system of social stratification also has some form of legitimation of the ranking of people and the unequal distribution of valuable goods, services, and prestige. The issue of social inequality and its result social stratification is still relevant nowadays despite numerous and large-scale studies carried out in this sphere (Miethlich & Šlahor, 2018). It is largely connected with the integration processes taking place in the world community.…”