Is your organization prepared to meet the complex needs of its employees in the event of a crisis? How do you ensure that the intellectual property of your organization is protected so that during a crisis a disaster you don’t lose what is most vital to the operations of your organization?
A resilient organization is one that has practices and procedures in place to protect one of its key assets - its employees during times of crises. The discipline of social resilience addresses the plans, policies and procedures of organizations before, during, and after a crisis that specifically focus on the organization’s people.
This discipline uses a human factor lens to help organizations identify and eliminate any gaps in their operating practices and in their crisis management strategy that could negatively impact the health of the organization. It focuses on developing and maintaining strategies to address the various factors that affect an organization’s operations in the face of a crisis or disaster. Also included are activities initiated once a crisis or disaster has already occurred and the organization is in the response and later recover stages.
The discipline of Social Resilience addresses the following elements:
1. Psychological and Social Responses to Crisis and Disasters: Timelines and
Psychological Reactions
2. Principles of Organizational Assessment: Evaluating current strategies, information
flow, and systems of learning
3. Principles of Human Impact Planning: Emergency and Humanitarian Assistance,
Psychological Support, Family Readiness, Coordination with internal and external
stakeholders, and Organizational Readiness.
4. Human Impact Response and Recovery: Principles for post-event interventions,
using the team approach to response, and communication strategies.
5. Implementing a Human Impact Preparedness Program: Simulations, Table Tops,
Trainings and Drills, and Internal barriers to “selling” Human Impact Preparedness
6. The Role of Corporate Social Responsibility
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Guy Sapirstein, Ph.D