CSR for Employees in Steel Companies in Hai Phong City, Vietnam: Different Initiatives for Different Groups of Employees?

social security and volunteering activities of 500 enterprises, out of 389 enterprises that responded, 333 (85.6%) enterprises actively participated in social activities, and 56 enterprises had little or no understanding of the extent of their participation in social activities. The survey results also show that charity and social security activities are developing in the business community, whether it is a non-profit organization or a typical business enterprise (Cam Anh, 2018). The form of social and charitable activities of enterprises is mainly donation of money (more than 70%) or in kind (about 40%). However, the time that enterprises spend on these activities is quite Abstract: CSR has become a global trend. CSR for employees plays an important role for enterprises such as creating competitive advantages, improving labor productivity, and improving enterprises' performance. However, in Vietnam, this issue has not been paid enough attention by enterprises. Using primary data collected from 400 employees working at steel companies in Hai Phong city, Vietnam and the one-way analysis of variance (ANOVA), this study aims at exploring difference in CSR implementation through evaluation of employees of steel companies in Hai Phong city, Vietnam. Direct workers rated issues of CSR for employees lower than office staffs, especially issues related to conditions of work, social protection, social dialogue, and human development and training in the workplace. Female employees rated the issues of CSR for employees lower than male employees, especially the issue of human development and training in the workplace and they perceived that there existed sexism discrimination in the company. There was not much difference in the evaluation of employees of different age groups on the issues of CSR for employees, however, the younger employees appreciated training opportunities while the older employees appreciated promotion opportunities. When issuing policies and implementing CSR activities for employees, the companies should pay attention to the differences between groups of employees, and give appropriate priorities to the disadvantaged groups. conditions for the employees to develop their skills and careers, and The training and promotion opportunities are provided on an equal and non-discriminatory basis was the most significant. This result implies that female employees felt being treated less favorably in terms of access to training and promotion opportunities. In-dept interviews with female employees reveal that the companies did not provide much opportunity for employees to improve their skills and professions as well as promotion opportunities, plus, these opportunities are less available to them as compared to male employees. development and training in the workplace. The younger employees appreciated training opportunities while the older employees appreciated promotion opportunities. The results show that according to employees' assessment, there was discrimination in the company's behavior with groups of employees, and different groups of employees had different expectations about the company's supportive activities. Therefore, when issuing policies and implementing CSR activities for employees, the companies should pay attention to the differences between groups of employees, and give appropriate priorities to the disadvantaged groups.