Telstra's Internal CSR: Ethical Practices, Models, and Improvement

This report provides an internal analysis of Telstra Corporation Ltd.'s corporate social responsibility (CSR) and ethical practices. It examines Telstra's approach to internal CSR, highlighting their excellence in people management, health and wellness programs, and commitment to diversity. The report applies Prakash Sethi's and Carroll's CSR models to evaluate Telstra's framework, noting strengths in ethical and philanthropic responsibilities. It contrasts Telstra's approach with best practices in internal CSR, emphasizing employee development and benefits. The report identifies areas for improvement, such as recruiting employees with influence, providing ethics training, and fostering a truthful work environment. The analysis concludes that while Telstra follows a strict code of ethics and has improved internal CSR through policies like the whistle-blowing policy, further promotion of ethical policies is recommended to maximize impact and avoid ethical dilemmas. Desklib offers a variety of resources, including past papers and solved assignments, to support students in their studies.

INTERNAL ANALYSIS
OF TELSTRA

INTRODUCTION
 Telstra Corporation Ltd. is
a telecommunication
company based in
Australia that has strict
sets of organizational code
of ethics (Leipziger, 2017).
 The organization is strictly
committed to its
excellence in the
corporate governance.
 Telstra does not place high
importance on
aggressiveness and
winning.

ORGANIZATION’S APPROACH
TO INTERNAL CSR:
 Telstra won award for
their excellence in
People management.
 They have number of
health and wellness
programs that centers
the needs of their
workers (McFarlane,
2013).
 They enhanced their
Internal CSR approach
by being more flexible
to the needs of their
workers.

ORGANIZATION’S APPROACH
TO INTERNAL CSR:
 Paid leaves are being
provided.
 There are new sets of
principles that
contains certain
standards of behavior
(Petrenko et al., 2016).
 Employees now have
the option to resolve
conflicts in Internal
Resolution Process.

ORGANIZATION’S APPROACH
TO INTERNAL CSR:
 Telstra even made a
commitment to recruit
Aboriginals and
Islanders (Calabrese,
2013).
 They increased their
representation of
women in their
management.
 Position of Women
improved since 2003 in
Telstra.

PRAKASH SETHI’S CSR MODEL:
 Prakash Sethi uses a three
stage stigma as a CSR
model.
 It involves an
organization’s involvement
in the social responsibility.
 The responsibilities include
Social Obligation, Social
Responsibility and Social
Responsiveness (Sethi,
Martell & Demir, 2017).
 Telstra’s Internal CSR
follows the factors under
the Social Responsibility.

CARROLL’S CSR MODEL:
 Carroll's CSR model is a
pyramid .
 The pyramid consists of
Economic
Responsibilities, Legal,
Ethical and Philanthropic
Responsibilities.
 Ethical and Philanthropic
Responsibilities covers
the basic ground rules of
Internal CSR that Telstra
follows (O’riordan &
Fairbrass, 2008).

CONTRAST OF APPROACH:
 Best Framework of
Internal CSR focuses
most on their
employees.
 Internal CSR covers the
ground of work relations
between employees.
 Such framework
constitutes of programs
like professional
development,
sponsored training and
more (Lachman, 2014).

CONTRAST OF APPROACH:
 Several International
documents that
provide detailed
guidelines about
Internal CSR (Soltani &
Maupetit, 2015).
 These factors look
after an employee’s
needs outside the
workplace.
 Offers like pension
plans fall under the
group of Internal CSR.

FACTORS THAT TELSTRA HAS
MET:  Telstra introduced
Enterprise Standards
in 2017.
 Mandatory
Compliance Training
was completed by
every worker.
 The whistle-blowing
policy was also
enhanced keeping
the needs of the
workers in mind.

FACTORS THAT TELSTRA HAS
MET:
 The enhancement of
whistle-blowing policy
brought improvement
in the accessibility of
the stakeholders.
 As a consequence,
the Whistle-blowing
alerts increased and
were in progress.
 It brought consistency
and clarity in the
workers’ relationships
(Maurushat, 2013).

FACTORS TELSTRA NEEDS TO
IMPROVE:
 Telstra should recruit
employees with
affluence and
influence (Nalband &
Kelabi, 2014).
 Telstra can offer
training through
seminars and
workshops.
 It will help in clearing
all possible dilemmas
regarding the code of
conduct.