Abstract
This chapter explores how attractive features of corporate social responsibility (CSR) are to a generation of prospective employees in the Netherlands. As one of the most densely populated countries in the world, with a fifth of the country reclaimed from the sea, sustainability as a way of life is core to the Dutch psyche. It is also one of the best countries in the world to do business, with strong labour rights and social equality to balance the capitalistic agenda. Within this context, the Dutch government actively supports and encourages businesses to embrace responsible practices, which has resulted in the Netherlands achieving the second highest EU score for corporate sustainability reporting practices. The findings of this survey of 74 undergraduate students highlight that less than half of these students had taken a course on CSR and volunteering was not a dominant feature of their school activities. These future employees highly value workplace characteristics such as work atmosphere and personal career opportunities in comparison to other employer characteristics (such as employee responsibility, ethics and governance, company and socio-ecological responsibility, in that order) and rate workplace characteristics higher than the global average. For this sample, socio-ecological responsibility concerns were most lowly rated and in comparison to the global picture, the average score for socio-ecological responsibility was the lowest of all five work dimensions. Overall, future Dutch job seekers value a good work environment, opportunities for career advancement, a commensurate salary and employee-friendly policies.
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Notes
- 1.
SMEs are defined by the European Commission as having less than 250 persons employed. They should also have an annual turnover of up to 50 million euros, or a balance sheet total of no more than 43 million euros (Commission Recommendation of 6 May 2003).
- 2.
The European Commission defines a large enterprise as having more than 250 persons employed.
- 3.
A low score on ‘power distance’ indicates that less powerful members of institutions and organizations accept and expect that power is distributed unequally.
- 4.
Hofstede’s cultural dimensions are ranked on a scale of 0/lowest score to 100/highest score.
- 5.
A low score on ‘individualism’ indicates a collectivistic society (a preference for a group identity) whilst a higher score indicates an individualistic society (a strong sense of personal identity).
- 6.
A low score indicates low uncertainty avoidance whilst a high score indicates high uncertainty avoidance.
- 7.
A low score indicates short term orientation whilst a high score indicates long term orientation.
- 8.
A low score indicates restraint whilst a high score indicates indulgence.
- 9.
The Social and Economic Council of the Netherlands is an independent advisory board comprised of employers’ representatives, trade unionists and independent experts which aims to create social consensus and advises the Dutch government on major national and international socio-economic issues (Iansen-Rogers, 2010, p. 273).
- 10.
The Statement was signed by trade unions and all central employers’ associations (including: The Confederation of Netherlands Industry and Employers; Dutch Trade Union Federation; Royal Dutch Association of Small and Medium-sized Enterprises; National Federation of Christian Trade Unions of The Netherlands, Dutch Federation of Agriculture and Horticulture; Trade Union Federation for middle and higher-level employees).
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Flynn, A., Birdthistle, N. (2021). The Netherlands. In: Bustamante, S., Pizzutilo, F., Martinovic, M., Herrero Olarte, S. (eds) Corporate Social Responsibility and Employer Attractiveness. CSR, Sustainability, Ethics & Governance. Springer, Cham. https://doi.org/10.1007/978-3-030-68861-5_7
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