Six Major Findings and Analysis


Figure 18 Mean Rating and Ranking of Duty of Care Motivators


We care about the health, safety and security of our traveling employees


It is the right thing to do for our employees Prevention is less costly than taking care of incidents


We are aware of our responsibilities regarding Duty of Care and Travel Risk Management It creates a good image for our company


Our employees expect it


Senior management expects it Managers expect it


It helps avoid litigation


Our Board of Directors expects it It is the law


It retains people in our company


It helps recruit people to work for us Our customers expect it


It gives us an advantage over our competitors Low


employees) only had a moderate effect on Duty of Care motivation, with employees being perceived as having only slightly higher mean expectations than senior management, management and the Board of Directors (see Figure 18). CSR proponents increasingly focus on the financial impact that treating employees well has on HR costs (in terms of recruitment and turnover), employee safety (in terms of workers’ compensation costs and avoidance of expensive lawsuits) and investment managers (in terms of companies taking into account employee issues and being perceived as forward thinking and well managed)12


. Medium High 6. Legal and Moral Responsibility of Companies


A greater understanding was sought in regard to the legal and moral obligations of employers. The issue of legal versus moral obligation is very pertinent as many respondents worked in countries with limited or no Duty of Care legislation13


. Legal Obligation


Thirty percent of the respondents agreed or strongly agreed with the statement that “There is no or limited legal Duty of Care and travel risk management obligation in the countries in which we operate,14


and 37% of the respondents acknowledged the 12


Tullis, P. (2011) Making the Bottom Line Green. Fast Company, April, pp. 36-37.


13


This issue received a lot of attention when Dr. Claus conducted roundtables around the world, especially in the Middle East, Africa and Asia. Her White Paper only found Duty of Care legislation in “Western” countries. Yet, it recommended that employers should standardize their Duty of Care responsibilities at the highest and most stringent levels around the world to equate legal compliance with the level of moral and corporate social responsibility.


14 Note that this item is reverse-scored. 35


existence of Duty of Care legislation in their country. When companies operate worldwide, they often operate in countries with no Duty of Care legislation—only the Western world has stringent yet diverse laws. Surprisingly, 33% of the respondents were not sure or unaware whether the country(s) they operate in have Duty of Care legislation. This raises a number of important compliance questions: How do they determine their local


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