CORPORATE SOCIAL

RESPONSIBILITY

PROJECT SUBMITTED IN PARTIAL

FULLFILLMENT OF THE REQUIREMENT FOR
THE DEGREE OF B.COM (H)

UNDER THE GUIDANCE OF:

SUBMITTED BY:

MS. RACHNA JAWA

ANKITA BAGE
B.COM(H) 3rd YEAR
SHRI RAM COLLEGE OF COMMERCE

DECLARATION
I, Ankita Bage hereby declare that this project report entitled
CORPORATE SOCIAL RESPONSIBILITY OF COMPANIES is
based on original research work carried out by me under the guidance of
Ms. Rachna Jawa in lieu of paper No.XXXVII B.Com(H) 3rd year, Shri
Ram College of Commerce, University of Delhi. I have duly
acknowledged all the resources used by me in the preparation of this
project report.

Signature of Student
Ankita Bage
B.Com(H) 3rd year

ACKNOWLEDGEMENT
I feel immense pleasure in taking opportunity to express my sincere
indebtness and deep sense of gratitude towards my academic mentor Ms.
Rachna Jawa for her constant guidance and valuable advice throughout
the project. The Project Report (Paper No.XXXVII) has been introduced
for the first time by Delhi University, yet her guidance at every step
made us feel, that it was just another regular course activity. I would like
to thank Teacher in-charge and commerce faculty of Shri Ram College
of Commerce for their constant co-operation and encouragement. I wish
their friendly approach towards me forever.

Ankita Bage

CONTENTS
Sr No.

TOPICS

1
2
3
4
5
6
7
8
9
10
11

Meaning and Development

Corporate Philanthropy and CSR
Social compliance, social accountability and CSR
Benefits of CSR
Developing CSR policies
Challenges of CSR and its solution
Drivers
How to develop and implement CSR initiatives
Human resource and community relations
CSR: companies in news
CSR: Indian scenario
TATA steel
TATA consultancy services
TATA chemicals
TATA motors
Case study: CSR in ONGC
Conclusion

12
13

MEANING:
Corporate Social Responsibility is defined as operating a business that meets or exceeds the
ethical, legal, commercial and public expectations that society has of business.
Corporate social responsibility (CSR, also called corporate responsibility, corporate
citizenship, responsible business and corporate social opportunity) is a concept whereby
organizations consider the interests of society by taking responsibility for the impact of their
activities on customers, suppliers, employees, shareholders, communities and other stakeholders,
as well as the environment. This obligation is seen to extend beyond the statutory obligation to
comply with legislation and sees organizations voluntarily taking further steps to improve the
quality of life for employees and their families as well as for the local community and society at
large.

DEVELOPMENT:
Business ethics is a form of the art of applied ethics that examines ethical principles and moral or
ethical problems that can arise in a business environment.
In the increasingly conscience-focused marketplaces of the 21st century, the demand for more
ethical business processes and actions (known as ethicism) is increasing. Simultaneously,
pressure is applied on industry to improve business ethics through new public initiatives and
laws (e.g. higher UK road tax for higher-emission vehicles).
Business ethics can be both a normative and a descriptive discipline. As a corporate practice and
a career specialization, the field is primarily normative. In academia, descriptive approaches are
also taken. The range and quantity of business ethical issues reflects the degree to which business
is perceived to be at odds with non-economic social values. Historically, interest in business
ethics accelerated dramatically during the 1980s and 1990s, both within major corporations and
within academia. For example, today most major corporate websites lay emphasis on
commitment to promoting non-economic social values under a variety of headings (e.g. ethics
codes, social responsibility charters).

CORPORATE PHILANTHROPY & CORPORATE SOCIAL

RESPONSIBILITY:
CORPORATE PHILANTHROPY

Those activities that companies voluntarily undertake to have a positive impact on

society, including cash contributions, contributions of products and services,
volunteerism, and other business transactions to advance a cause, issue or nonprofit
organization.

Donating money and other corporate resources to social causes.

Corporate philanthropy refers to the practice of companies of all sizes and sectors making
charitable contributions to address a variety of social, economic and other issues as part
of their overall corporate citizenship strategy.

Corporate philanthropy is a key component of a corporations broader social

responsibility and includes cash gifts, product donations and employee volunteerism. It
serves as a major link between the corporation and its communities.

CORPORATE SOCIAL RESPONSIBILITY:

Obeying the letter and spirit of the law; mitigating or remedying operational harm; and
sustainable development of natural resources.

Achieving commercial success in ways that honor ethical values and respect people,
communities, and the natural environment.

Addressing the legal, ethical, commercial and other expectations society has for business,
and making decisions that fairly balance the claims of all key stakeholders

Companies that consciously integrate strategies that seek to maximize the creation of
environmental and social value within their core business models, operations and supply
chains.

SOCIAL

COMPLIANCE

SOCIAL

ACCOUNTABILITY

&CORPORATE SOCIAL RESPONIBILITY:

The idea of responsible business behaviour is far from new. But since the 1990s, increasing
concern over the impacts of economic globalisation has led to new demands for corporations to
play a central role in efforts to eliminate poverty, achieve equitable and accountable systems of
governance and ensure environmental security. In essence, the approach is to view business as
part of society and to find ways to maximise the positive benefits that business endeavour can
bring to human and environmental well-being whilst minimising the harmful impacts of
irresponsible business. The agenda that has resulted from these concerns has variously been
called

corporate citizenship, corporate social responsibility (CSR), corporate

accountability or simply corporate responsibility.

As we all know, Corporate Social Responsibility (CSR) is an expression used to describe what
some see as a companys obligation to be sensitive to the needs of all to take account not only of
the financial/economic dimension in decision-making, but also the social and environmental
consequences.
1.SUSTAINABLE DEVELOPMENT:
ONE of the most significant developments in the field of CSR over the past few years has been
the growth in public expectations that the companies not only make commitments to its
stakeholders in its business operations. The principle is closely linked with the imperative of
ensuring that these operations are sustainable, that is, that CSR is recognised as not only
necessary but also develop systems to manage implementation and systematically assess and
report on progress relative to those commitments. Corporate accountability encompasses the
systems a company establishes to develop policies, indicators, targets and processes to manage
the full range of activities. The scope of operations for which companies are expected to be
accountable has increased dramatically in recent years to include not only companys own
performance but also that of the business partners and other actors throughout the companys
value chain. The mechanisms a company uses to demonstrate accountability are varied and
inevitably need to change and grow as a company evolves; at the same time effective systems for

increasing accountability generally allow the company to be inclusive, responsive and engaged
with its stakeholders.
2.CORPORATE ACCOUNTABILITY:
Accountability in its basic sense implies render-ing of accounts and, by extension, indicate
answer-ability to an external agency or group and, further, implies ensuring propriety, legality
and safeguarding public interest in satisfaction of the expectations of the external agency or
group. Social Accountability suggests accountability to the people; this is a core value in a
democratic set-up. In a decentralised democracy the basic objec-tive is power to the people.
Corporate accountability today spans emerging CSR issues like business ethics, diversity,
marketplace behaviour, governance, human rights and labour rights as well as more traditional
areas of financial and environmental performance. Therefore, an increasing number of
companies are reporting publicly on their social, environmental and ethical performance, both as
a communication to stakeholders and as a management tool. However, as this practice has only
become more widespread since the mid-1990s, there are as yet no standard formats to address the
type of information companies choose to report, or how that information is collected, analysed
and presented.
Effective and accountable management systems help companies shape cultures that support and
reward CSR performance at all levels. As part of this effort, many companies are working to
increase accountability for CSR performance at the Board level. This can lead to changes in who
serves on the Board, how Directors handle social and environmental issues, and how the Board
manages itself, and fulfils its responsibilities to investors and other stakeholders. Companies are
also seeking to build accountability for CSR performance at the senior management level, in
some cases by creating a dedicated position responsible for broad oversight of a companys CSR
activities. Finally, many companies are working to integrate accountability for CSR performance
into actions ranging from long-term planning to everyday decision-making, including rethinking
processes for designing products and services and changing practices used to hire, retain, reward,
and promote employees.

At the same time, many stakeholders are becoming increasingly sophisticated in the type and
quality of information they are demanding from companies. In an effort to meet these demands
as well as to strengthen the credibility of their social and environmental reportssome
companies are choosing to have their reports externally verified. In doing so, the companies
recognise that verification by a third party can add value to the overall social and environmental
reporting process by enhancing relationships with stakeholders, improving business performance
and decision-making, aligning practice with organisational values, and strengthening reputation
risk management.
3.CSR AND GOOD GOVERNANCE:
One of the most significant issues within the CSR agenda concerns the dynamic relationship
between CSR and good public governance. The limits both to corporate accountability through
law and to voluntary CSR-related actions by businesses lie with the public good governance
agenda. Legislation to deal with worst case instances of irresponsible behaviour and to set a
minimum floor for business conduct will not work in the absence of effective drivers for
business implementation and enforcement, whether they are market-based, or a result of
enforcement through the state..
The need is to implement social, ethical and environmental policy (commonly known as codes of
conduct) through the development of objectives, programmes and mechanisms for monitoring
social compliance performance.
One very important aspect of ensuring social accountability is establishing social compliance
through continuous audit and monitoring. The demand for increased corporate accountability
today comes from all sectors. Thus social accountability ensures transparency, reduces leakages,
forces proper spending of funds, generates trust and peace, and creates demand led improvement
in services. In a sense, it is a continuing audit and a constant check on malfeasance.

BENEFITS OF CSR:
The scale and nature of the benefits of CSR for an organization can vary depending on the nature
of the enterprise, and are difficult to quantify, though there is a large body of literature exhorting
business

to

adopt

measures

beyond

financial

ones

found

correlation

between

social/environmental performance and financial performance. However, businesses may not be

looking at short-run financial returns when developing their CSR strategy.
The definition of CSR used within an organization can vary from the strict "stakeholder impacts"
definition used by many CSR advocates and will often include charitable efforts and
volunteering. CSR may be based within the human resources, business development or public
relations departments of an organisation, of may be given a separate unit reporting to the CEO or
in some cases directly to the board. Some companies may implement CSR-type values without a
clearly defined team or programme.
1.HUMAN RESOURCES:
A CSR programme can be seen as an aid to recruitment and retention particularly within the
competitive graduate student market. Potential recruits often ask about a firm's CSR policy
during an interview, and having a comprehensive policy can give an advantage. CSR can also
help to improve the perception of a company among its staff, particularly when staff can become
involved through payroll giving, fundraising activities or community volunteering.
2.RISK MANGEMENT:
Managing risk is a central part of many corporate strategies. Reputations that take decades to
build up can be ruined in hours through incidents such as corruption scandals or environmental
accidents. These events can also draw unwanted attention from regulators, courts, governments
and media. Building a genuine culture of 'doing the right thing' within a corporation can offset
these risks.

3.BRAND DIFFERENTIATION:
In crowded marketplaces, companies strive for a unique selling proposition which can separate
them from the competition in the minds of consumers. CSR can play a role in building customer
loyalty based on distinctive ethical values. Several major brands, such as The Co-operative
Group and The Body Shop are built on ethical values. Business service organisations can benefit
too from building a reputation for integrity and best practice.
4.LICENSE TO OPERATE:
Corporations are keen to avoid interference in their business through taxation or regulations. By
taking substantive voluntary steps, they can persuade governments and the wider public that they
are taking issues such as health and safety, diversity or the environment seriously, and so avoid
intervention. This also applies to firms seeking to justify eye-catching profits and high levels of
boardroom pay. Those operating away from their home country can make sure they stay
welcome by being good corporate citizens with respect to labour standards and impacts on the
environment.

DEVELOPING CSR POLICIES:

Firms that acknowledge the influence of stakeholders on their business can provide effective and
successful CSR programmes which can deliver real value in the form of reputation, customer
attraction, employee loyalty and investment opportunities. Moving from theory to practice and
putting corporate responsibility into action can be achieved in a number of ways including:

Incorporating a clear CSR policy into mission, vision and values statement

Adopting a meaningful code of ethics that is implemented consistently

Publishing formal social and environmental reports and audits

Community Investment Programmes

Providing products and services

Employee volunteering schemes

Public education and awareness programs

Mentoring programs

Corporate community partnerships

Supporting good causes in marketing campaigns

Supporting and contributing to community forums

CHALLENGES OF CSR AND ITS SOLUTION:

1.CHALLENGES IN CSR AND SOCIAL ACCOUNTABILITY:
The business case for CSR is not necessarily a simple one. Among the challenges is the fact that
the social and/or environmental impact differs across industries, complicated by the fact that the
term CSR has different meanings to different industry sectors in different parts of the globe.
Also, some may question if the message CEOs communicate about CSR is an addon or part of
company core business activitiesor is it merely an insincere effort to boost public relations? In
some organisations, CSR is still considered to mean compliance and philanthropy, although
some large companies are now placing CSR in a more strategic framework.
Further, there is the question of how to measure CSR. One of the largest obstacles is lack of a
rigorous, credible business case backed up by performance indicators and metrics that can be
quantified and benchmarked. Further, investment in CSR is not yet being taken seriously by
some organisations.
Not all organisations may have the resources (for example, funds, time, staff) to funnel into CSR
initiatives. However, CSR programmes may not be expensive or require a significant time
commitment. Organisations that are interested in CSR may choose to start with small projects
that showcase their commitment to their workforce and the community. Social Work
professionals with their professional knowledge and expertise can help address this challenge by
considering different options and developing creative approaches to CSR to in the company.
Thus, it is at this point that the HR leadership, as the eyes and ears of the organisation, is key to
the CSR equation. Social Work professionals as HR leaders have the expertise to manage
programmes, policies and practices, to engage the organisation and its stakeholders (for example,
owners, employees, management, customers, creditors, the government and other public
organisations) in the value of CSR by focusing on communications, employee relations, health,
safety and community relations to provide their organisations with a competitive
advantage.Besides, the greatest challenge to CSR and accountability are in three areas.

FIRST, the companies have to decide to look at CSR and accountability as a core part of their
business. Many more companies are looking at the world that way today than they were ten years
ago, but it probably still is a minority opinion and so part of the challenge is simply about the
political will on the part of companies to look at their impact through the prism of sustainability.
SECONDLY, there are two communities out there that exert immense influence on business
across all sectors: consumers and financial institutions. Financial institutions have actually
started to move significantly over the last couple of yearsa very important development
because its remaking the way markets work.
The THIRD actor is the government.Whether its through global trade agreements and the WTO
or whether its their own enforcement of laws or smart regulation that looks at creating
incentives to engage the business community as a partner, the government remains an incredibly
significant actor and can be a net negative, net positive, or neutral in terms of influencing the
kinds of decisions that businesses make.
2.CHALLENGES TO SOCIAL COMPLIANCE:
Though many multinational retailers can now boast of a Code of Conduct, only a few have been
able to roll out a full scale and independent monitoring programme. The issues involve from
finding resources to conflicts with short-term business objectives. On the other hand, most
suppliers consider compliance programmes a new burden resulting in poor and untrustworthy
partnership with their buyers when it comes to implementing the code of conduct.
External challenges include cultural diversity, understanding the local law and at times finding
the local law, finding local language and dialect skills, finding local audit and monitoring
professionals who are well conversant with the local issues, involving workers, local
communities, NGOs and other stakeholders.

DRIVERS:
1.CONCERN FOR PROFIT:
Corporations like all other social institutions are an integral part of society and must depend on
it for their existence, continuity, and growth. As organizations usually behave in response to
market forces, they initiate certain socially responsible activities that may have a direct impact
on their economic performance .Although these activities are social in nature and aim for
community welfare and societal development somewhere they have a hidden concern for profits.
Here the management cares only about its companys gains, profitability and organizational
success at any price. Their main strategy to have these activities is to exploit opportunities for
corporate gain. These activities have a direct economic benefit that is clearly visible. Activities
that are undertaken to improve the image or reputation of an organization can be included in this
category. As the criteria for legitimacy for such activities is economic in nature the cost that is
incurred in implementing these activities is treated as an investment. This is the also termed as
the required behaviour of any organization. Such activities are undertaken after a detailed
planning and doing a thorough cost benefit analysis. These activities generally become an
investment that helps the organization in improving long-term economic performance.
Organizations following these activities are called as Economic Citizens.
2.CONCERN FOR LAW:
Organizations prefers to conduct its operations within the legal framework imposed by social
system within which it operates. Those activities that are driven in response to legal constraints
fall under this category. Responsible behaviour that is driven by legal concern aims either at
compliance with the existing laws or to avoid any litigation. As the criteria for legitimacy here is
legal in nature it implies that bringing corporate behaviour to a level where it is congruent with
the prevailing legal framework. These activities intend not to violate laws and equate social
responsibility with fulfilling minimum legal requirements. This is the expected behaviour of any
organization. And those organizations that do not abide with the legal framework are termed as
illegal organizations. Organizations following these activities are called as Legal Citizens.

3.CONCERN FOR SOCIETY:

These activities have very limited relevance of legal and market forces and they are above such
criteria. Although these activities are not compulsory for any organization to undertake but these
are definitely appreciated by the stakeholders. Organizations or activities belonging to this
category are driven by a high concern for society. As these activities are not legally forced they
are in congruence with the prevailing social norms and values. Organizations having these
activities do recognize the importance of profitable operations but also takes definite stand on
issues of public concern. All ongoing community development programmes that are voluntary in
nature and are ultimately implemented to benefit the society at large come under in this category.
This is the desired behaviour of any organization.Organizations having such activities are
progressive; they are the leaders in the industry and are called as Responsible Citizens.

HOW TO DEVELOP AND IMPLEMENT CSR INITIATIVES:

With company reputation, viability and sometimes survival at stake, one of the critical roles of
the HR leadership today is to spearhead the development and strategic implementation of the
CSR throughout the organisation and promote sound corporate citizenship. As HR leaders, we
can influence three primary standards of CSRethics, employment practices and community
involvementthat relate either directly or indirectly to employees, customers and the local
community, as outlined below. By considering these three CSR standards, HR leaders can then
identify the CSR stage of their organisation before making decisions to develop and implement
CSR initiatives.
ETHICS
Ethical standards and practices are developed and implemented in dealings with all company
stakeholders. Commitment to ethical behaviour is widely communicated in an explicit statement
and is rigorously upheld.
EMPLOYMENT PRACTICES
Human resource management practices promote personal and professional employee
development, diversity at all levels and empowerment. Employees are valued partners, with the
right to fair labour practices, competitive wages and benefits and a safe, harassment-free, familyfriendly work environment.
COMMUNITY INVOLVEMENT
The company fosters an open relationship that is sensitive to community culture and needs and
plays a proactive, cooperative and collaborative role to make the community a better place to live
and conduct business.

HUMAN RESOURCE AND COMMUNITY RELATIONS:

One of the most visible CSR initiatives is in community relations. Strong community relations
can have a positive impact on company reputation and brand. Through community programmes
that highlight the company doing good work, we can link critical issuesdecreasing turnover,
savings on cost per hire and attracting talented individualsto CSR and the bottom line. There
are many other possibilities that HR leaders could explore to match both company and
community needs (for example, cultural facilities for the community, recreational facilities for
employees and their families, an educational project to help prepare tomorrows workforce)
. As HR leaders, a development professional can perform the following: .
Scan the environment to identify potential threats (for example, competition for talent within
the organisations industry sector).
Build personal and professional capability of the workforce (for example, expand intellectual
capital within the organisation and in collaboration with other organisations).
Include ethical concerns in staff performance measures. Support participative decisionmaking.
Ensure highest standards in workplace health and safety.
Encourage active engagement in community activities.
Moving Forward with CSRHR as a Change Agent
FOCUSING on company values, we as HR leaders can set the tone for an organisational culture
that is open to and understands CSR. HRs role as a change agentgrounded in mutual respect
and open and honest communicationis essential to educate management and employees about
including CSR when setting business goals and objectives. Three practical steps to promote
change regarding CSR are to:
1) establish a workable stakeholder consultation process;

2) use the process to understand the local culture (for example, internalthe workforceor
externalthe community) at all stages of implementing CSR;
3) create a sense of ownership between the staff who set up a project and those who implement
it.
Beyond including CSR in the HR management system, our role as a change agent continues
through keeping the CEO and other members of the senior management team informed of human
capital initiatives, the status of community relations, measurements of employment activities and
development of partnerships for CSR programmes, both inside and outside the organisation.

CORPORATE SOCIAL RESPONSIBILITY -COMPANIES IN

NEWS:
ENRON:
Following the company's collapse, Enron has become a by-word for corporate irresponsibility.
The financial misrepresentation that covered-up the giant black hole at the heart of the company's
finances have fuelled interest in how such corporations can be identified and held to account.
This is made all the more challenging on account of that fact that - to some observers - Enron
was doing the whole "social responsibility thing" with its CSR reporting, environmental and
community programmes.
ISSUES - The firm projected itself as a highly profitable, growing company - an image which
quickly turned out to be an elaborate mistruth. Enron's statements about profits were shown to be
untrue, with massive debts concealed so that they didn't show up in the company's accounts.
CSR REPORTING - The Enron last social and environmental report was rather light on the kind
of measures that are increasingly being demanded. The company was gearing up to address
human rights and other issues. It did include a number of figures on environmental performance,
and on health and safety records.But there is a bigger challenge here. The move towards more
robust social and environmental reporting will not quickly get to the point where its indicators
pick up the deliberate actions at the top that typify this story. After all, what social reporters are
trying to do is identify the core reporting data which will give a real picture of the health of the
company - just like we already have in financial reporting. But financial reporting was not
sufficiently transparent and robust to pick up on the Enron problem - how much more difficult
for the hard-to-define measures of stakeholder engagement and social performance?
The main message from this is that expectations of company reporting need to be kept realistic.
The CSR movement needs to be wary of promoting the achievements of companies when all
they are doing is going through the motions.

NIKE:
Nike has become one of those global companies targeted by a broad range of campaigning
NGOs and journalists as a symbolic representation of the business in society. In Nikes case, the
issues are those of human rights and conditions for workers in factories in developing countries.
In the face of constant accusations, Nike has developed a considered response, supported by
corporate website reporting. It now has a well developed focus for its corporate responsibility on
improving conditions in contracted factories, aiming for carbon neutrality, and making sports
available to young people across the world. The criticism continues, however.
ISSUES - Nike has around 700 contract factories, within which around 20% of the workers are
creating Nike products. Conditions for these workers has been a source of heated debate, with
allegations made by campaigns of poor conditions, with commonplace harassment and abuse.
CRITICS OPINION - Critics have suggested that Nike should publicise all of its factories, and
allow independent inspection to verify conditions there. Any auditing carried out by Nike should
be made public. A lot of focus is given to wage rates paid by the companys suppliers. By and
large, audits have found that wage rates are above the national legal minimum, but critics
contend that this does not actually constitute a fair living wage

CSR : THE INDIAN SCENARIO:

With the retreat of the state in economic activity in India, the imperative for business to take up
wider social responsibilities is growing. At all levels, there is a felt need for companies to
graduate to strategic interventions in CSR, which at present in many cases remain ad hoc. A
sense of strategic direction is a vital component in an effective approach to corporate
responsibility. Yet, for all these signs of progress, CSR in India has yet to realise its full
potential. Individual and collaborative initiatives continue to be dominated by self-assertion
rather than accountability. There is certainly no lack of CSR programmes and projects in India:
what is absent, however, are clear metrics for evaluating their actual impact in improving social
conditions.Many Indian business houses, private sector and public sector companies have
undertaken major initiatives till date and have adopted several modes of practice related to CSR
in India. Several innovative measures have also been adopted by companies towards the
institutionalisation of CSR that includes CSR initiatives by Lupin, Cipla, Ranbaxy, NIIT, TCS,
BPCL, and Ion Exchange.
For long-established industrial dynasties, such as the Birlas and the Tatas, concepts of nationbuilding and trusteeship have been alive in their operations long before CSR become a popular
cause. Alongside these are the leading Indian companies with strong international shareholdings,
such as Hero Honda, HLL (Hindustan Lever Ltd), ITC, and Maruti Udyog, where local dynamics
fuse with the business standards of the parent or partner. Another tradition emerges from the
public sector enterprises, such as BHEL (Bharat Heavy Electricals Ltd), HDFC (Housing
Development Finance Corporation), NTPC (National Thermal Power Corporation), and ONGC
(Oil and Natural Gas Corporation), where social obligations remain an integral part of their
business despite the march of privatisation. And then there is the new generation of enterprises
that has surged on the back of knowledge based globalisation, such as Dr Reddys, Infosys,
Ranbaxy, and Wipro, where less emphasis is on minimising negative impacts and more on
maximising the positive spill-over effects of corporate development.

CSR OF TATA:
Tata Group is a pioneer in promoting CSR in India. The Tata Group is a giant family
of businesses that dominates Indian markets. And Tata Steel is one of twenty-eight
major corporations within the Tata Group. Founded in 1907, it is the largest private
sector steel company in India, with a capacity of 3.5 million tones per annum crude
steel production. Operations are spread across the country, with steel manufacturing
and mining activities situated in the states of Jharkhand and Orissa at eight
locations. The company employs approximately 48,000 people as at April 2002.
Tata Steels CSR activities started as early as its inception. Initially, these activities
were only philanthropic in nature and the company believed more in giving back to
the society.
CSR activities are now ranging from community development, improving health care,
reducing poverty, occupational health and safety risk control and protecting the
environment that means covering almost all the stakeholders.
The ideals and philosophy of the TATA Group originated from the founding father,
Jamshedji Nusserwanji Tata (1839-1904). In 1895 he explained:
We do not claim to be more unselfish, more generous or more philanthropic than
others, but we think we started on sound and straightforward business principles
considering the interests of the shareholders, our own and health and welfare of our
employeesthe sure foundation of prosperity.
These sound and straightforward principles carried through the generations of
Tatas still has influence on the prevailing businesses and practices. With such a
strong tradition of corporate responsibility, it is no surprise that very recently Ratan
Tata has been honoured with Carnegie Medal of Philanthrophy in Pittsburgh on
Wednesday October 22, 2007

1.TATA STEEL:
SHARING WEALTH TO DIMINISH DISPARITIES
With the understanding that the hunger for employment can never be satisfied despite its best
efforts, the Company took an enlightened decision to address the needs of those who migrated to
its vicinity in search for employment. It first stimulated entrepreneurship and economic
development in the Steel City and then reached out to the rural poor, empowering them with the
means to create better livelihoods within their own villages.Tata Steel is Indias acknowledged
Corporate Social Responsibility leader and is recognised as a most humane organisation. Every
lesson learned, every piece of knowledge gathered, the Company offers to all those who wish to
work alongside it to "improve the quality of life of the communities it serves."
EDUCATION
Tata Steel has influenced the integration of tribals in the economy in a less obvious and
immediate way by propping up the education of tribal children and youth of various ages and at
various stages of their academic career.The TCS bears the entire expense of two tribal students
who secure admissions for management education at the Tata Institute of Social Sciences. An
unusual project called Sahyog, implemented in five schools, helps tribal students to develop selfesteem and plan their future.The Xavier Institute for Tribal Education near Jamshedpur has also
been supported by Tata Steel.
TRIBAL CULTURE
Efforts to support tribals may well leave them at the doorstep of development without a sense of
belongings and their cultural heritage. This Centre showcases the tribal legacy of four major and
five minor tribes of Jharkhand and Orissa and evokes a lot of interest amidst scholars,
researchers and even laypersons. TCC not only documents relevant research but also enables the
continuation of the tradition by sharing it with the youth and non-tribals.Additionally, a Santhali
Language Laboratory has also been initiated in the Centre since 2002-03.

INCOME GENERATION FOR TRIBALS

In order to help tribals address their basic needs in a self-reliant and sustainable way, Tata Steel
has long been involved with increasing the agricultural productivity for them in the rural areas
through assured irrigation.Tata Steel, holding the belief that the tribals know best for themselves,
has assisted in the formation of many Self Help Groups (SHGs).These SHGs enable the tribals to
arrange for credit and engage in micro-enterprises like making Dokra items, carpet weaving,
terracotta, paper bag making, mat making, food processing, poultry, mushroom farming, piggery,
pisciculture and floriculture. Tata Steel provides these groups with training, networking and
assistance in marketing.
HEALTH CARE
Among the most active sponsors of the Lifeline Express a hospital on wheels- Tata Steel has
endeavored to take medical care far beyond those connected with its operations. This unique
train travels at the behest of its sponsors to those parts of rural India, left untouched by modern
medicine. At Jamshedpur, the Company runs a 850-bed general hospital with a specialised Burn
Centre, Dispensaries and Super Dispensaries to reach out to its employees as well as a large
number of citizens across the steel cityThrough the efforts of the Tata Steel Rural Development
Society (TSRDS) and the Tata Steel Family Initiatives Foundation (TSFIF), the Company covers
the rural and peri-urban population through basic health care amenities..

2.TATA CONSULTANCY SERVICES:

ENVIRONMENT POLICY
TCS commitment to environment stems from the TATA Group's abiding concern for
environment and society. TCS is in the Information Technology (IT) consulting business, which
by its nature of operation has low impact on the environment. The main objectives of the policy
are:
1. Respect health, safety, and environment issues of employees, clients, vendors and local
community
2. Optimise energy and power consumption, and the use of consumables and hardware
recycling or reuse

3. Increase environment awareness in employees, and motivate them to participate in and

promote organization endeavours to protect the environment.
4. Integrate environment conservation, health and safety measures in the design of new
facilities.
5. Monitor policy implementation, and report performance to stake holders periodically.
MANAGEMENT
TCS management will define health, safety and environment goals and objectives, identify roles
and responsibilities for policy implementation, measure performance, and allocate necessary
resources. It will integrate resource planning with health, safety and environment concerns
WORK PLACE
TCS managers will review the work environment and suggest improvements in line with this
policy. The policy will also initiate energy conservation, waste recycling, and paper reduction, in
priority areas. The measures and initiatives emerging as a result of this policy will be
documented as processes.

3.TATA CHEMICALS:
TATA CHEMICALS SOCIETY FOR RURAL DEVELOPMENT
Tata Chemicals set up the Tata Chemicals Society for Rural Development (TCSRD) in 1980 to
promote its social uplift projects for communities in and around Mithapur (in the state of Gujarat
in western India), Babrala (in the state of Madhya Pradesh in northern India) and Haldia (in the
state of West Bengalin eastern India).
Through TCSRD, Tata Chemicals works to improve the quality of life of the people and
communities around its operations, and to support sustainable development, a theme that is
central to the company's corporate philosophy.
The initiatives that TCSRD is involved in include:

Agricultural development

Education

Women's programmes

Animal husbandry

Rural energy

Watershed development

Relief work

TATA STEEL RURAL DEVELOPMENT SOCIETY

Established in 1979, the Tata Steel Rural Development Society (TSRDS) is involved in various
social development programmes aimed at helping the rural communities living around Tata
Steel's operational units.

TSRDS covered 32 villages around Jamshedpur (in the state of Jharkhand in eastern India) in its
first year of operation. Today, the Society has seven separate units, six in Tata Steel's operational
areas, and covers 600 villages in the states of Jharkhand and Orissa (also in eastern India).
TSRDS is actively involved in the spheres of livelihood generation, health and hygiene, and
people empowerment.

4.TATA MOTORS:
TECHNICAL AND VOCATIONAL TRAINING FOR YOUTH MEMBERS
179 youth members having the minimum qualification of SSC passed were given four months
intensive training in technical skills like electrician, fitter, turner and welder at Ram Krishna
Shilpa Mandir. 18 other youth members who were ITI passed underwent a reorientation
programme for six months at our manufacturing unit at Jamshedpur
TOWARDS COMMUNITY DEVELOPMENT - MMV TRADE COURSE AT SAKWAR
The chief CSR project in Thane is the Motor Mechanic Trade Course (MMV) at Sakwar. The
MMV Trade course is carried out in association with the Ramakrishna Mission, Mumbai. The
students selected for the MMV Trade Course are tribal youth members who have passed at least
Class VIII and are eager to learn the trade
INDUSTRY PARTNERSHIPS
While grappling with the issue of withstanding the threat of reservations being introduced in the
private sector, the company commits itself to better the present status of the SC/ST populations
by taking measures to improve their educational status, enhance employability and create
entrepreneurs through mentoring and promoting leadership amongst the SC/ST community.
AID TO NGOs
The Donations Committee reviewed several applications from NGOs and institutions and after
determining their need and merit, approved donations. A sum of Rs. 1.17 million was disbursed
in the last year towards donation of Tata vehicles to organisations (list attached as Annexure I)

working in the field of health, education and road safety. Donations in kind to the organisations
help the company to forge relationships with the social sector by playing an important role in
sustaining the work of such organization.

CASE STUDY: CSR in ONGC

A partial list of CSR Success Stories of ONGC
Sahara-A helping hand to the destitutes
Background
Shraddha Rehabilitation Foundation, is an NGO dealing with the problem of the mentally ill
Road side destitutes. Shraddha is a humane experiment, perhaps the only one of its kind in India,
providing treatment, custodial care and rehabilitation to a neglected group of mentally-ill
roadside destitute and reuniting them with their lost families. It is a combination approach that
marries medication, innovative psychosocial intervention and occupational engagement.

ONGC.s Support
ONGC has supported this project by providing 100 beds to the mentally ill road-side
destitutes so as to provide some comfort to these destitutes along with a Diesel Generator
for use during power cuts.

Beneficiaries
At present there are about 60-65 destitutes in the rehabilitation centre, it is understood that
in the city of Mumbai there are around 500 such road-side destitutes aimlessly roaming in
the metropolis of Mumbai. Such a project can help the society and the nation at large.

Swalvavlamban: Reach where needed

Background of the Project
The ONGC Cauvery Asset, Karaikal in Southern part of India organized Artificial Limb
Camp in the year 2006 in association with Rotary Club, Karaikal.

Beneficiaries
The Camp provided 175 calipers/Jaipur foot to 115 nos. of needy and downtrodden
people in and around Karaikal, who could not afford to spend money for the same. The
Asset organized another Camp with the association of Rotary Club wherein 167
calipers/Jaipur foot and crutches were provided to 97 nos. of persons from 12 to 17th
February 2008.

Support from ONGC

During last two years, the Rotary Club has carried out project named Rotaplast for
corrective surgery for cleft lip palates. More than 100 patients per year are getting
benefits. Medical professionals and paramedical staff from United States and other
countries attend the project. ONGC has supported this initiative during last year, ONGC
Mahila Samiti, the Wives Association of ONGC employees, in association with Rotary Club
of Karaikal conducted free Hearing Aid Camp in the premises of ONGC. Hundreds of
patients benefitted out of this camp.

Mobile Blood Donation Van

Support from ONGC have been sought for a fully equipped mobile blood donation
van with the purpose of the blood bank reaching the donors rather than donors coming
the them.
Rotary Club in Delhi has set up a state-of-the-art voluntary blood bank at a cost of
Rs. 6.0 crores to provide safe blood to the needy people at a meager processing charge.
The blood bank is housed in a five story centrally air conditioned building providing nearly
55000 units of blood every year. The Rotary Club earlier had a mobile van for blood
donation and has been utilizing the existing van extensively by organizing a number of
blood donation camps. Till date more than 320 blood donation camps in and around
Delhi have been organised. The present vehicle, which was acquired six years ago has
been rendered unserviceable, hence, the request for a new vehicle has been received

by ONGC.
As ONGC focuses on healthcare under its CSR, it has been supporting a number of
hospitals, mobile vans, primary health centres and medical camps. ONGC decided to
collaborate with Rotary, which is a reputed organization and they are rendering yeomen
services to the marginalized by providing the blood to the poor and needy at a meager
processing charge. Hence, ONGC felt it appropriate to provide this equipped vehicle for
helping them to collect blood from various donees by reaching them directly at their
place of their stay.