Civic Life Today // Work // Points of Light

JUNE 2021

Work

CIVIC LIFE TODAY | ISSUE #6

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Table of Contents Civic Life Today

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What Is It and Why Does It Matter?

4

Taking A Deeper Dive

5

We Expect Great Responsibility Sharing Is Truly Caring

8

Did You Know?

9

An Interview With Jessica Heidt

10,11

When Your Work Is Your Calling

12,13

Blog From Bea Boccalandro

14,15

Being An Ally At Work

16

Creating Change From Within

17

Interview With Mark Horoszowski What Does That Mean

18-19 20

Learning Library

21

Youth and Family Corner

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Continue The Conversation

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Personal Action Plan

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6-7

24-25

Appendix

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Civic Circle

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Civic Life Today At Points of Light, we believe that the most powerful force of change in our world is the individual — one who makes a positive difference.

The value of individual actions, no matter how small, can have an impact and change a life.

Together, our collective actions are a force that transforms the world.

We live in extraordinary times. The 21st century has already seen sweeping change led by the power of people. The advancement of technology accelerates our experiences. Yet, the challenges facing our world are great and complex: • Inequality rooted in systemic racism is front and center, and the demand for social justice is strong.

• A global pandemic exposed a variety of system weaknesses triggering public health and economic crises.

• Climate change remains the highest concern of Generation Z. • Global conflict, instability, poverty, and lack of opportunity has created the largest migration crisis in human history.

• New and old systems are being built, dismantled and rebuilt in real time, often creating instability.

We are witnessing a significant shift in our civic culture, a revolution against apathy, marked by events and movements that have altered the way we connect with and engage in our communities and our world. But what does this connection and engagement look like?

When we think about civic life today, we know that people want to live an integrated life that reflects their values. People who “do good” or want to “create change” don’t necessarily assign themselves traditional labels like “volunteer” anymore.

Today’s engaged person may express their desire to do good through the purchases they make, what they share on social media, where and how they choose to work and what nonprofit organization to support as a donor, or of course, a volunteer. Doing good comes in many forms.

We believe we are at the dawn of a new era that we are calling the Civic Century, an age when people become the driving force that transforms our world. When future generations look back on this time, they will see an era of sustained, meaningful civic engagement, fueled by a global community of people ready and willing to do good.

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

What Is It and Why Does It Matter?

Whether it be in an office, restaurant, factory or retail store, workers all over the world can relate to that feeling of staring at the clock, counting down the minutes until it’s time to leave, so they can use the remaining hours of the day to go about their personal lives and head to the gym, home to share a meal with their family or even to volunteer for a cause they care about.

Historically, our work has long been the place we go to earn a living to support ourselves and our families. (Think Dolly Parton’s song, “9 to 5.”)

It’s only after the workday has ended that we’ve traditionally focused on our own personal passions.

But over time, there has been an evolution in how we view our work and the role of the workplace.

The line between our professional and personal lives is blurring as work becomes a place where we’re able to share and express the values that are important to us. In fact, nine out of ten people say they would be willing to give up a percentage of earnings for greater meaning at work1. And this evolution makes sense as the workplace is where we spend most of our waking hours and build some of our closest relationships. More and more employees at all levels actively contribute to how a business understands and supports its community. From a restaurant sponsoring a little league team to a large company’s community engagement strategy, employees are often the critical connection between management decisions and community impact.

When we think about our job being an expression of our values, we often think of those who choose to work in specific fields that align with this sense of purpose. For example, if animal welfare is something you’re passionate about, you might become a veterinarian or work for an animal rescue. If you’re passionate about education, you might become a teacher. If you’re committed to holding government leaders accountable, a career in journalism might be your calling. Through their chosen profession, some people directly support a cause they wish to move forward.

But working in a specific field isn’t the only way to support what you care about at work. You can also express your values by working for an employer committed to supporting issues that matter to you, such as sustainability, diversity, inclusion or community engagement and then practicing what they preach by adopting these values into their business practices. Or if your employer isn’t demonstrating the values you care about, perhaps you and your colleagues can ignite the spark that creates change from within.

As more employees prioritize civic engagement and advocate for racial and social justice issues, it becomes increasingly difficult for employers to ignore the values of their employees. Regardless of whether the business is a small neighborhood store or a multinational conglomerate, it’s undeniable that businesses impact the community, economy and environment.

The Privilege of Work For many people, choosing a job or employer that aligns with their values may not always be possible; providing for their families and other necessities come first. Other hurdles such as a language barrier or a non-inclusive work culture can make this even more difficult. When bills need to be paid and the job market is challenging, the privilege of weighing the pros and cons and choosing your employer based on its values or choosing to speak up on an issue with a current employer may seem out of reach or too risky.

It’s also important to recognize that not every employer offers ways for employees to express themselves and their values. Not all companies have a responsibility strategy or are willing to listen to the issues that their employees care about.

But even if you cannot choose where you work or if your company doesn’t support your values, through acts large and small (even a conversation in the breakroom with some colleagues) we can all spark change from within.

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“Most of us will have more than one job in our working lives, which means we will have more than one opportunity to seek meaningful work at different stages of our own deepening humanity.”

Barbara Brown Taylor

To make the most out of our careers and lives, it’s crucial that we see work not as separate from our efforts to make the world a better place but as another environment where we can be a force for change.

Changemakers work with their colleagues to create sustainable change that is embraced by all, instead of the few. Changemakers are connected, involved and dedicated. Here’s how to be one.

Be Curious

Be Actively Involved

Be a Role Model

Be a Collaborator

Read, “How to Be a Changemaker at Work” by Jennifer Osbourne

Taking a Deeper Dive The ways that our workplace can be used as a mechanism for civic engagement vary. It can be as simple as donating a stuffed animal to a holiday toy drive held by your company or as challenging as starting your own employee resource or affinity group. It’s all about finding the right fit for you and looking for the unique opportunities that you may contribute to at your workplace.

In this issue of Civic Life Today, we will dive into why more companies are making civic engagement a priority, the different ways people can be changemakers at work and how creating change from within in the workplace can start with you.

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

With Great Power, We Expect Great Responsibility It’s undisputable that large companies yield immense power. Some companies’ annual revenues are so massive that they dwarf the economies of entire countries.2 But the greater the power, the greater the company’s influence — including their potential positive or negative impact on the environment, the government, human rights and social justice issues.

Think about some of the large retailers where you shop. With just one business decision to use paper bags or to award customers for bringing their own reusable bags instead of readily handing out plastic ones, a company can significantly reduce the millions of plastic bags that end up in the oceans and harm wildlife, not to mention the immense impact that companies might have when they decide to utilize more sustainable manufacturing practices.

While customers have a responsibility to be mindful about where they shop and what they buy, companies have an even greater responsibility to operate in a way that betters society, due to their power and level of influence.

This can be by implementing practices and policies that prioritize sustainability to benefit the environment, creating a more inclusive and diverse workplace for their employees, taking a public stance on important issues such as racial injustice and sharing with the community through donations and other philanthropic work.

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Making such changes to business practices can take a lot of time, effort and resources. But

besides being the ethical thing to do, committing to these responsibilities allows companies to build a strong, value-driven brand that ultimately attracts more customers and therefore more revenue.

Research has shown that if companies aren’t willing to operate ethically and responsibly, people won’t want to work for them. A study from Bentley University shows that 86% of millennials, the largest generation currently in the US labor force, consider it a major priority to work for a company that is socially responsible and ethical.3 Likewise, research from Points of Light underscores this point with 41% of Gen Z having considered applying for or taking a job with a company specifically because they believe it is committed to being socially responsible.4 But committing to being more socially responsible isn’t just for large companies. Similar responsibilities apply to small and medium-sized businesses, which account for around 90% of all businesses and more than 50% of employment around the world.5 Small businesses might not be in the spotlight as much as the billion-dollar corporations are, but even without being as heavily scrutinized, smaller-sized businesses have an important role to play in uplifting the communities they call home.

So if you haven’t already, take a deeper look into the values and practices where you work. And if you’re job hunting, dig a little deeper as you do your research on prospective employers. Do you like what you see? If so, how will you plan to get more involved?

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Sharing is Truly Caring The weather, your weekend plans, that new TV show you’re watching — these are the topics that are often talked about at work. But how often do you discuss the issues and causes that mean the most to you?

Our workplace is where we spend a majority of our time and make friends who become so close to us that we often refer to them as our “work spouses” or “work parents.” It’s only natural that we would want to share with them the things we’re passionate about, like the issues we advocate for and causes we donate to.

Initiating these conversations may be difficult as you may wonder how your colleagues will receive what you share. What if they disagree? Or what if they don’t think the issue is as significant as you do? But as you use your voice to share why an issue means so much to you and they take the time to listen and learn, you may change the way they think about that issue or even inspire them to get involved.

Normally we get the latest information on current events and important societal issues from the news. But as public trust in the media declines,

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with media being the least trusted institution behind business and government6, it’s becoming increasingly difficult to find a trustworthy voice to listen to. Your perspective, however, will likely be more accepted and welcomed as your work friends already trust you.

For example, if you’re passionate about reducing food insecurity in your community, first talk about the issue with your colleagues. Basing your thoughts on research, tell them how big of a problem it is in your community and what you’re doing to help. Then invite them to join you – host a “lunch and learn” to educate even more colleagues about the cause or collaborate with your office’s favorite restaurant or building’s cafeteria to donate left over food each day to a food rescue organization. You may even partner with your human resources department to establish a time off policy for staff to volunteer.

Your encouragement can have a ripple effect that not only brings greater awareness to the causes you care about, but also inspires change that could potentially influence your employer’s practices and policies.

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Did You Know?

99.9% OF ALL BUSINESSES IN THE UNITED STATES ARE SMALL BUSINESSES.11

10,000 BABY BOOMERS (THOSE BORN BETWEEN 1946 AND 1964) RETIRE EACH DAY.15

SMALL BUSINESSES EMPLOY 47.3% OF THE U.S. PRIVATE WORKFORCE.12

HEALTH CARE IS THE LARGEST EMPLOYER IN THE UNITED STATES.16

89% OF WORKING AMERICANS BELIEVE THAT COMPANIES WHO SPONSOR VOLUNTEER ACTIVITIES OFFER A BETTER OVERALL WORKING ENVIRONMENT THAN THOSE WHO DO NOT.13

80% OF TOP COMPANIES WORLDWIDE REPORT ON SUSTAINABILITY.

GEN Z IS THE MOST ETHNICALLY AND RACIALLY DIVERSE GENERATION IN HISTORY.14

ON AVERAGE, THERE IS 13% HIGHER JOB SATISFACTION IN EMPLOYEES WHOSE WORK EXPERIENCE INCORPORATED SOCIAL PURPOSE THAN IN THOSE WHOSE WORK DIDN’T.17 9

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Gender Equality in Film:

An Interview with

Jessica Heidt

Jessica Heidt joined Pixar Animation Studios in August 2008 as a contractor in the Development department, before getting hired on full time in April 2013. Heidt has worked as a Script Supervisor on many of Pixar’s feature films including “The Good Dinosaur,” “Cars 3,” Academy Award ® -winning feature film “Soul,” and “Luca”. She was the Associate Production Manager on the short “22 vs. Earth,” and is working as the Sweatbox Department Manager on Pixar’s film “Turning Red”.

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Q. Often times when we see things we don’t agree with, we choose to remain silent, especially in the workplace. What motivated you to raise awareness about the gender disparity issue you identified in scripts?

A. I love stories. Telling them, reading them, watching them, you name it, I love them. Working on Cars 3 I found myself saying, “I’m just not the target demographic for this film,” and then one day I started to wonder why I felt so excluded. I began realizing that if I was feeling that way, then I’m sure other women and girls felt the same. So I started digging into the why of it and saw how imbalanced the representation was. It’s funny, we work in a world of incredible imagination, and yet it is somehow easier to imagine a talking car than a female racecar driver.

I want the next generation of little girls to be able to see themselves portrayed in the same complex, funny and even flawed ways that little boys get to see themselves all the time. For these girls to imagine themselves worthy of being paid attention to, and of being heard. I want these girls to feel worthy of being the heroes, the villains, the funny sidekicks and everything in between. I want them to see themselves as integral to these magical worlds: to see their own realities woven into the fabric of the stories that they love to watch and create.

Q. In bringing attention to this gender disparity, did you face any challenges?

A. When I started, I had to be comfortable, or at least comfortable with the discomfort, being the sole voice in a room to speak up and point out these disparities. I had to navigate being perceived as the police vs someone who is trying to make a story better.

But wrestling with the choices that we fall back on when we don’t question our decisions, what I call the magnetism of the default, is one of the biggest challenges of this work. Nobody set out to exclude anyone, but animation has traditionally been a male-dominated industry and Pixar was no exception. When I began this work, we had only ever had one female feature director. Since directors draw from their personal experiences when creating their films, we were not seeing many female protagonists.

These default choices are so deeply entrenched that it isn’t going to change overnight and it takes an enormous amount of attention and effort to not fall back on those old habits.

I’m happy to say that Pixar has been investing deeply in Diversity and Inclusion efforts in recent years, so many employees are now feeling empowered to speak up. It’s become an essential part of all our jobs that people take pride in.

Q. Change didn’t come immediately. How did you stay committed? Were there moments along the way that kept you encouraged?

A. It takes an average of five years to make one of our films, so we didn’t always see results

immediately. I needed to have a lot of patience and trust in the process, which doesn’t come naturally for me. But I didn’t feel like giving up was an option, and I trusted that in time the ideas would find purchase.

Two years into the process the #MeToo movement happened and that larger cultural shift added momentum and energy to the work. Suddenly women across the world were being heard in a way they hadn’t been before and were ferociously fighting for change.

Q. Your advocacy culminated in the development of a software tool that is now utilized to analyze gender representation in scripts to ensure greater equality. How did this accomplishment make you feel?

A. Fantastic. The idea and process I began with was such a simple one: count and communicate, but it required a fair bit of time and effort. Josh and his team made the process relatively effortless. However, since the software they developed was proprietary and limited to Pixar, we also reached out to Final Draft, a screenwriting software company we work with, to encourage them to include this tracking capability in their software. In 2019 we received word that they were beta-testing this new feature and in 2020 it was released. This now allows writers around the world to have easy access to this data in their scripts, and to even add intersectionality, which is huge. I’m thrilled that these conversations are happening and awareness is growing. And I hope that it’s not a fleeting moment but the start of real change, which will require continued pressure from the public, demanding that content they watch be inclusive.

Q. For people who may question what impact they can really make in the workplace, what advice would you give them?

A. Stick to it, don’t be afraid to speak up, be prepared to keep going on your own until you find your allies, and even after that. If you start to get overwhelmed by the scope of an issue, focus on your piece of it. Everyone has to find their own way to effect change, there’s no singular way to do it. My style is to disrupt quietly and firmly from the inside, but that’s just what works for me. There are so many incredible activists out there with powerful, loud voices making a huge and immediate impact. The most important thing is to take the risk and stand up for what you believe in.

When this started, I was one person with an idea and an Excel spreadsheet. I found allies, I kept my head down and did the work and the momentum it’s gained has been astonishing. It makes me prouder than ever to be a part of this company. I also think that the data was hard to argue with. No one could look me in the eye and say that across the industry it was fair or made sense that 73% of characters or lines spoken were male.

Read more from our interview with Jessica

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

When Your Work Is Your Calling:

Using Your Profession to Make a Positive Impact on the World

Shannon, CSR “I became a CSR professional because I want to do work that I know is creating a positive impact in communities around the world and inspiring others to make a difference.”

Cesar Chavez, Civil Rights Activist A former migrant farm worker himself, Chavez advocated to improve the living and working conditions of farm laborers. He founded the National Farm Workers Association and won victories to raise wages and improve the conditions for those he advocated for.

Rob, Firefighter & Paramedic “I became a firefighter because watching my father and uncles work as firefighters themselves was very influential. I had such an admiration for them and how much they cared for the community.

I'm so grateful to serve my hometown!”

Stefanie, Lawyer “I became a lawyer because I wanted to put my outrage and frustration to good use. I see the lack of safe and stable housing, limited access to medicine and nutritious food and issues around taking care of the most vulnerable among us every single day – and now I’m in a position to do something about it.”

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Jasmine, Nurse “I became a nurse because of how rewarding it can be. To be able to take care of someone at their sickest and most vulnerable time and still bring them comfort and security while recovering is what I was put here to do.”

Soroosh, Opthalmologist “I became a doctor because medicine allows me to serve others as a way to earn a living. The joy I see when my patients regain their sight after a successful procedure makes all the hard work worth it. ”

Jane Goodall, Conservationist Having always been passionate for animals, Goodall became one of the world's foremost experts on chimpanzees. She founded the Jane Goodall Institute and has spent over 60 years working on conservation and animal welfare issues.

Ruth, Teacher “I became a teacher because I wanted to instill in children the love, curiosity and ongoing search for learning.”

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Blog from Bea Boccalandro:

Anyone in Any Profession

Can Change The World

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Imagine three workers. One helps visually impaired individuals enjoy a game, another reduces greenhouse gas emissions and the third assuages social isolation in elderly individuals.

What do these workers have in common?

Given the charitable nature of their contributions, you might think the answer is that they are all nonprofit workers. But they aren’t. All three individuals work at for-profit businesses. The first is a programmer who modified the online game her company produces to make it accessible to visually impaired individuals. The second is a bank administrative assistant who decided to purchase eco-friendly office supplies. Finally, the third is a delivery man who includes a 10-minute visit with a socially isolated individual on his route every day.

What these three individuals have in common is that they cleverly tilt their everyday work toward doing good, a practice I termed “job purposing”.9 Specifically, they’ve made products more inclusive, procurement processes more sustainable and interactions more kind. But job purposing is any meaningful contribution to others or a societal cause performed as part of the work experience. Other examples include: • Window washers at pediatric hospitals wearing Batman and other superhero costumes. They bring smiles to hospitalized children every shift.

You might be wondering whether job purposing undermines career success. After all, isn’t it a distraction from the tasks we are paid to perform?

It appears that the exact opposite is the case.

Although job purposing might give us more to do, it also grants us more motivation, joy, wellness and energy. The net effect is typically higher performance. Studies find that job purposing makes us 20% more engaged, 24% faster (without compromising quality), 10% more likely to receive a raise and 40% more likely to receive a promotion.10 In fact, the programmer, administrative assistant, delivery man, window washers, manager and junior team member mentioned above all seem to be thriving in their jobs.

Any of us can sit down for dinner at the end of our work week proud of the contributions we made. We can use whatever amount of authority we have at work to job purpose. And we should.

We will help not only the world, but also our employers and ourselves.

Bea is the author of Do Good At Work: How Simple Acts of Social Purpose Drive Success and Wellbeing, which was selected by four-time New York Times bestselling author Adam Grant as a top-30 new book. She is also president of VeraWorks, a global consulting firm specializing in workplace purpose.

• A manufacturing-plant manager donating ten dollars from his department's budget to a local food pantry every day his team has no safety violations. His team members fight hunger when they strap on a hardhat or hold a ladder for a colleague.

• A junior team member who is a whiz at creating slide decks holds web-based tech-support office hours for any fellow employee “victimized” (as he put it) by PowerPoint from 8:30 a.m. to 9:30 a.m. every Tuesday. He supports the success of colleagues every week.

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CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Being an Ally at Work Maybe you went to the same college as one of your coworkers or live in the same neighborhood as another, but the truth is there’s probably more that differentiates you from your colleagues... and that’s a good thing!

By working for an inclusive employer, we would likely expect to see the workforce itself reflect the diversity of our community, country and world.

An inclusive environment is one that represents different ages, generations, races, sexual orientations, gender identifications, political parties, faiths and beliefs, and more.

But just as we see in society, when people of diverse backgrounds coexist together, or furthermore, have to work together, people from

underrepresented or minority groups are often marginalized and discriminated against.

A racist comment or not hiring people of color are discriminatory actions, but discrimination can also appear through more subtle microaggressions in the workplace, such as when a male colleague follows up a female employee’s comment by “mansplaining” what she said or when someone makes a joke based on a generational or racial stereotype.

When we witness or hear of such discrimination in the workplace, an opportunity exists to show up as an ally for that colleague or group of colleagues.

The roles that people can play as allies in the workplace are varied.

Here are six from Better Allies to support underrepresented groups7: 1. Taking on the role of the Sponsor means that you are vocally supporting the work of colleagues from minority groups in all settings, but particularly in situations that will help advance their career. For example, you can praise their work during a meeting with higher-ups or recommend that coworker for the next big project.

2. Being a Champion is similar to being a Sponsor, except that you’re supporting your colleagues from minority groups in much more visible events such as an industry-wide conference. As a Champion, if you’re asked to speak on an expert panel, you ensure that the panel includes women, people of color or others from underrepresented communities, even if that means giving up your spot.

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3. As an Amplifier, you make sure that everybody has an equal seat at the table and that the marginalized voices are being heard and respected. When someone brings up a good idea in a meeting, repeat it and give them credit.

4. To take on the role of a Scholar means to learn everything there is to know about the specific challenges and struggles your colleagues from minority groups are facing. If a coworker wants to share their story with you, quietly listen and learn.

But don’t expect that coworker to teach you or provide you with the necessary resources. Be committed to doing the research yourself.

5. Being an Upstander, which is the opposite of a bystander, means that whenever you see an act of discrimination or wrongdoing, you call it out and push back on it. If someone makes a stereotypical joke, tell the person why it’s offensive.

6. As a Confidant, you create a safe space for your colleagues from marginalized groups to speak openly about their concerns, fears and needs.

Instead of interrupting them with your own thoughts, simply listen and believe in what they have to say.

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

ENTREPRENEURSHIP

INTRAPRENEURSHIP

Entrepreneurs start their own separate companies

Intrapreneurs start their own initiatives within existing organizations

Entrepreneurs have complete autonomy to design systems and processes

Intrapreneurs have less autonomy, and work with existing systems and processes

Entrepreneurs use their own resources

Intrapreneurs use company resources

Entrepreneurs bear all of the risk of their company’s failure

The organization bears the financial risk of the initiative’s failure

Entrepreneurs reap all of the reward if the company succeeds

The organization reaps the financial reward, while the intrapreneur will realize career rewards Read the rest of the article at MovingWorlds here

Creating Change from Within With social problems such as climate change, racial injustice and inequality as pressing as ever, it might feel like the only way people can create meaningful change is by dedicating all their time and energy to those efforts.

But creating meaningful change doesn’t require such drastic measures. By leveraging the resources that already exist within the workplace, you can make an impact.

Some structures for social good may already be in place, such as volunteer programs or employee resource groups that align with the causes you support. For example, if you are passionate about disability rights and your company is sponsoring a disability awareness 5K run/walk, sign up to volunteer at the event. If there’s a disability focused employee resource group, join and help the other members bring more awareness to disability rights.

However, if these types of programs are not established at your workplace or you want to go above and beyond, this is where you can step in to create the change you want to see as a social intrapreneur.

While social entrepreneurs start entirely new organizations to create systemic changes, social intrapreneurs start initiatives within an existing organization or structure to create social good

while still moving the organization’s mission forward.8 Becoming a social intrapreneur is not without its challenges. While entrepreneurs have complete control over how to design the organization and how it will operate, intrapreneurs must work within the existing rules and processes already set at the workplace. If working within those limits isn’t possible, intrapreneurs might then have to disrupt the system and engage leadership.

But there are also unique advantages to being a social intrapreneur, such as being able to use company resources. This not only means the use of company money and time, but having your coworkers be your greatest asset as you build this new endeavor. You can even use existing groups at the workplace to help kickstart your own initiative.

For example, if you want to launch an initiative to provide free feminine hygiene products to advocate for period equity in your community, you might reach out to the women’s employee resource group at your workplace to get started.

Being a social intrapreneur may not be easy.

There’s no doubt that it’ll take a lot a hard work and dedication. But using your workplace as a vehicle to put your passion into action will make going to work even more worthwhile for yourself, your colleagues and even your community.

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A Deeper Look at Social Intrapreneurship:

An Interview with

Mark Horoszowski Mark Horoszowski is the CEO at MovingWorlds, a social enterprise that helps companies scale their social impact programs by engaging employees. Mark is a founding adjunct faculty member and lecturer on Corporate Social Responsibility at the University of Washington Tacoma's Center for Leadership and Social Responsibility.

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Q. Tell us more about social INTRApreneurs…

A. We tend to be eager to create these exciting new labels or get people to self-select as “social intrapreneurs,” but the reality is that most of the people we call social intrapreneurs do not identify themselves as that. They are simply individuals trying to make their company and the world a little better. In fact, I’ve spoken to a lot of people that run away from this label as they fear it could have a negative impact on their career.

So my first piece of advice here is to ditch the label and start small. In our guide for social intrapreneurs, we suggest that companies need to both “do less harm” while also contributing to “do more good.” Let’s take a marketer as an example. A marketer can “do less harm” by ensuring that any place that they are paying to place advertisements exists for social good. This past year we saw so many ironic combinations like companies that were lambasting fake news websites, while their ads were showing up on these very sites and, in turn, providing a financial incentive to these websites.

Alternatively, marketers can “do more good” by reimagining their marketing strategy and shifting away from traditional efforts to cause-based marketing campaigns that direct all their marketing spend to social causes. You don’t need to be a fancy intrapreneur to propose this, rather, you need to be a strategic marketer that analyses your assets and thinks about using them in ways that reduce harm and contribute to the sustainable development goals.

Q. Can you tell us about social intrapreneurs you’ve worked with in the past? What impact did they have?

A. Ricardo Wagner at Microsoft may be one of the best examples I’ve seen because he has found ways to be an intrapreneur in every role he has served in. Ricardo has long been passionate about accessibility in software. While on a skills-based volunteering project through the MySkills4Afrika program, he realized that there were inequities in some algorithms, and so went to the technical leaders to help them understand how their technology could be improved.

He didn’t stop there. From this, he learned that there was even more that could be done and then assembled a team to generate a new technology and business model around accessibility. I love Ricardo’s story because he shows that you can start small and then keep growing as you see more opportunities, and do that in a way that is positive to your own career.

Q. How do you gain buy-in from others, including leaders?

A. In our MovingWorlds Institute and corporate CSR workshops, we talk about the need to “immunize corporate antibodies” and “navigate the naysayers.” Most guides on social intrapreneurship will talk about the need to build the business case, align with corporate priorities and mobilize champions – and indeed this is critical – but it takes just one naysayer to block an initiative like this. As such, it’s important to spend time identifying who may block your idea, and then figure out how to convert them to champions (or at least have them not be a blocker.) We recommend starting with systems-mapping and building executive sponsorship as early as possible to help navigate these naysayers.

Q. Being a social intrapreneur isn’t for everyone.

How can others support a social intrapreneur within their own organization without becoming one themselves?

A. I agree with this, but I think it’s because we want people to be these big and audacious social intrapreneurs. Look - most people don’t want to be intrapreneurs. It’s risky. It’s hard. I think we need to change the conversation and show that every person, no matter their role, can make small changes that can make an important difference. In our guide explaining how professionals can use their job to help contribute to the Sustainable Development Goals, we tell people to simply start conversations with their colleagues to brainstorm how they can both reduce the harm they may be creating in their day-to-day jobs, while also contributing to positive progress.

Read more from our interview with Mark

As time went on, he saw a bigger need for accessibility, but since he is not an engineer, he could not influence this directly. Instead, he started working with partners to understand their needs, and then brought his findings back to the business as a business opportunity, showing how Microsoft could financially benefit and accelerate progress towards its mission by building more accessible software. His work led to massive business deals with the Canadian government.

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What Does That Mean?

Affinity Group (a.k.a Employee Resource Group)18 A group of employees linked by a common interest, purpose or background

B Corps19 Businesses that meet the highest standards of verified social and environmental performance, public transparency, and legal accountability to balance profit and purpose

Circular Economy20

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Shared Value23 A set of corporate policies and practices that enhance the competitiveness of a company, simultaneously advancing social and economic conditions

Social Capital24 The networks of relationships among people who live and work in a particular society that enable the society to exist and be successful

Social Intrapreneur25

An economic system aimed at eliminating waste and the continual use of resources

An entrepreneurial employee who develops a new product, service or business model that creates value for society and their company

Corporate Social Responsibility21

Sustainability26

Practices and policies undertaken by corporations that are intended to have a positive influence on the world

The ability to meet current needs while not compromising the ability to meet such needs for future generations

Job Purposing22

Triple Bottom Line27

Engaging in initiatives with a social purpose during the work week

The belief that companies should focus on people, profit and the planet

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Learning Library Tools and Resources:

B Corps

idealist

Work for Good

Learn More: When and How to List Volunteer Work on a Resume Volunteer Impact Research: Measuring Important Aspects of Corporate Community Engagement Employee Activism: Where CSR and Civic Engagement Meet Welcome to Generation Z Corporate Social Responsibility Matters: Ignore Millennials at Your Peril How To Use Your Career To Advance Social Change The Social Intrapreneur: A Field Guide for Corporate Changemakers

What to Watch: Learning from Dirty Jobs (TEDx Talk) Tips to Kickstart Honest Conversations at Work (TEDx Talk) How to Train Employees to Have Difficult Conversations at Work (TEDx Talk) Finding Your Purpose at Work (TEDx Talk) Be the Change You Want to See in Your Company (TEDx Talk) Three Ways to be a Better Ally in the Workplace (TEDx Talk)

The Book Nook:

Do Good at Work

Drive

Dare to Lead

Wes Moore

Bea Boccalandro

Daniel H. Pink

Brene Brown

The Work

These resources are being provided as a convenience and for informational purposes only; they do not constitute an endorsement or an approval by Points of Light of any of the products, services or opinions. Points of Light bears no responsibility for the accuracy, legality or content of the external site or for that of subsequent links. Contact the external site for answers to questions regarding its content. If there are questions or concerns about the inclusion of a particular resource, please contact info@pointsoflight.org.

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Youth and Family Corner Talking to young people about the type of professional work they’d like to engage in when they’re older is very common. We often ask “what would you like to be when you grow up?” and the answers can be wide ranging.

Perhaps they’d like to become a doctor to help save lives or an entrepreneur because someone they admire is one. Perhaps they’re encouraged to become an engineer because they excel in math and science. However, we often forget to ask them about the type of business they’d like to work for or build and how it will help others.

Just as we help young people build the soft and technical skills needed for future jobs, helping young people think about their values and how they can find employers connected to those values can help them build stronger and more satisfying careers.

How can we begin to help them process this? Here are a few questions to start: • What is an issue or problem in our community that impacts you or others? This could be anything from too much litter to wanting to help those who may be lonely.

• How can we help solve this issue? Remember to emphasize the “help” part of this. Some problems are too big for just one person or group to solve, so help them think through just one thing they can do.

• How can others help solve this issue? For example, can you help solve littering by asking your local government to install more trash and recycling receptacles?

• How could businesses help solve this issue? Can a local business either fund cleanup days or give their staff paid volunteer time each month to help with park clean ups?

In helping youth focus on what they care about as well as possible solutions, you’re helping them shape the values they take into adulthood and into whatever professions they choose to embark on.

Work in Action for Youth It’s never too early to begin to combine passions to save the world with career choices. Here are some young people doing just that: • Vardhan Agrawal started the Open Code Foundation to help under resourced young people have access to the education and resources needed to pursue a career in computer science.

• Arjun Gupta and Rayan Garg are cofounders of Elevate the Future, a nonprofit organization that teaches coding and web design to young students, who then in turn have been using their newfound skills to create free websites for small businesses.

Resources Kids learn what they value as future employees when they’re given the opportunity to learn about caring for others and the environment, solving big problems and honing their leadership skills. Here are a few resources to help them along: • Young people can address community problems by understanding how to come up with solutions.

• Michael Platt discusses how kids can and should be at the table to solve big problem.

Family Friendly Books & Resources The following are resources for families to encourage listening and learning from others as well as information on finding other resources you can trust:

ABC What Can She Be?

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Sugar Snap Studio

Attack of the Underwear Dragon Scott Rothman

The Lemonade War Jacqueline Davies

What Color is Your Parachute (For Teens) Carol Christen

CIVIC LIFE TODAY // WORK // POINTS OF LIGHT

Continue the Conversation How do your friends, family and colleagues support their communities through your work? Share what you’ve learned and explore the ways in which you and others can leverage your time and talents in the workplace to support what matters most to you. Here are some discussion questions to get started: Here are some discussion questions to get started: • What motivated you to work on your current profession? Did you have a particular interest or passion?

• When given the opportunity, do you typically participate in opportunities to support an issue or cause in the workplace? Why or why not?

• How can you encourage others at work to support an important issue or cause?

• What values are important to you in an employer?

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Civic Life Journey: Personal Action Plan Do you want to leverage your time and talent at work to support what matters most to you? Use this worksheet to develop your own Personal Action Plan! By going through each question, you’ll discover opportunities that match your interests and values, and identify up to three action steps. Families are also encouraged to do this exercise together.

How do you currently support what you care about at work?

What are the most recent examples of how you have supported an issue or cause at work?

How did you identify these opportunities?

What are the issues that you are most passionate about?

Circle the 3 issue areas that most interest you.

• Adult or Youth Education

• Philanthropic or Social Mission

• Animal Welfare

• Hunger

• Arts & Culture

• Immigrant or Refugee Services

• Civil & Human Rights

• LGBTQ+ Rights

• Disaster Response

• Racial & Social Justice

• Environment/Climate Change

• Senior Services

• Fair Wages & Labor Practices

• Veterans

• Health & Wellness

• Women & Girls

• Homelessness & Housing

• Other: ___________

• Human Trafficking

• Other: ___________

What skills or personal passions are you interested in applying to the issue?

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Discovery: Learn more about the causes you care about!

Research three ways other employers and/or their employees are addressing each issue you circled.

Can you see & identify differences in the approach of the organizations?

Which approaches resonate most with you and your workplace?

Did your research reveal any misconceptions or surprises?

What more do you want to learn?

What could be potential barriers to supporting these issues or causes at work?

Challenges

Solutions

What three new actions will you take at work over the next six months?

(Get creative and make sure your action steps align with what is needed by the causes and organizations you are interested in supporting. And remember, it may be as simple as inviting friends or family to join you.)

1.

2.

3.

This Personal Action Plan was developed in partnership with HandsOn Greater Richmond, a service of the Community Foundationfor a greater Richmond, and was inspired by their Giving Back Guide.

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Appendix 1

https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work

2

https://www.businessinsider.com/25-giant-companies-that-earn-more-than-entire-countries-2018-7

3

https://www.bentley.edu/news/millennials-does-big-paycheck-trump-ethical-responsibility

4

https://www.pointsoflight.org/civic-engagement-research/

5

https://www.worldbank.org/en/topic/smefinance

6

https://www.edelman.com/sites/g/files/aatuss191/files/2021-03/2021%20Edelman%20Trust%20Barometer.pdf

7

https://www.themuse.com/advice/what-is-an-ally-7-examples

8

https://movingworlds.org/social-intrapreneurship

9

Bea Boccalandro, Do Good At Work: How Simple Acts of Social Purpose Drive Success and Wellbeing, New York: Morgan James

Publishing, 2021 Bea Boccalandro, “Increasing Employee Engagement Through Corporate Volunteering,” Voluntare, 2018; Daniel Hedblom, Brent R.

10

Hickman and John A. List, “Toward an Understanding of Corporate Social Responsibility: Theory and Field Experimental Evidence,” National Bureau of Economic Research Working Paper no. 26222 (September 2019); Level Consequences of Organizational Citizenship Behaviors: A Meta-Analysis,” Journal of Applied Psychology, 94 (2009); Shawn Achor, “The Value of Happiness,” Harvard Business Review (January 2012) 11

https://smallbiztrends.com/small-business-statistics

12

https://smallbiztrends.com/small-business-statistics

13

us-2017-deloitte-volunteerism-survey.pdf

14

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/consumer-business/welcome-to-gen-z.pdf

15

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/consumer-business/welcome-to-gen-z.pdf

16

https://www.census.gov/library/stories/2020/10/health-care-still-largest-united-states-employer.html

17

https://www.beaboccalandro.com/wp-content/uploads/2019/01/Engagement-Report-Voluntare_eng_04122018-2.pdf

18

https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/affinity-groups-risks-rewards.aspx

19

https://bcorporation.net/about-b-corps

20

26

https://g.co/kgs/MuVNA4

21

https://www.investopedia.com/terms/c/corp-social-responsibility.asp

22

https://hbr.org/2021/01/why-your-values-belong-at-work

23

https://www2.deloitte.com/au/en/pages/about-deloitte/articles/social-innovation-shared-value.html

24

https://www.oxfordlearnersdictionaries.com/us/definition/english/social-capital?q=social+capital

25

https://ssir.org/articles/entry/cultivating_the_social_intrapreneur

26

https://www.mcgill.ca/sustainability/files/sustainability/what-is-sustainability.pdf

27

https://www.investopedia.com/terms/t/triple-bottom-line.asp

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