# data[].attributes.body
The ethical consumer

# data[].attributes.attachment_link.readable_text
Better World Shopper

A public research project for ethical consumers
Search Companies

BETTER WORLD SHOPPER is a public research project dedicated to making social and environmental data available to consumers who wish to utilize their dollars as votes in order to help build a better world.

This research project translates a comprehensive database of over 2000 companies and utilizes 76 reliable sources of data so that the public can hold companies accountable in a practical way, every day. This level of transparency allows consumers to vote with their wallets, selecting the companies whose practice align with their own values. Companies' track records are evaluated using the following five major categories:

This public research project represents one of the most comprehensive social & environmental responsibility rating systems available, including data from a wide range of private, government and nonprofit sources, compiled over the past 30 years and condensed into the following 5 key categories:

Human Rights

Child labor, sweatshops, slavery, worker health and safety records, human trafficking, developing world exploitation, international health issues, economic divestment, union busting, fair trade, worker fatalities, livable wages, democratic principles.

The Environment

Climate change, renewable energy, toxic waste dumping, recycling, eco-innovations, sustainable farming, ocean conservation, rainforest destruction, ecosystem impacts, overall pollution.

Animal Protection

Humane treatment, factory farming, animal habitat preservation, sustainable seafood harvesting, animal testing, animal-free alternatives, vegan-friendly.

Community Involvement

Family farms, nonprofit alliances, local businesses, sustainable growth, campaign contributions, paid lobbyists, political corruption, greenwashing, transparency.

Social Justice

Discrimination and/or harassment (based on race, gender, age, sexuality, ability, religion, ethnicity), class-action lawsuits, unethical business practices, government fines, cover-ups, illegal activities, executive pay.

Companies on the cutting edge of Sustainability

The following list contains those companies that are leaders in social and environmental responsibility based on an extensive analysis of their overall records.

Worst Brands

The companies in the following list rate at the very bottom in terms of social and environmental responsibility. According to all of the publicly available data, these companies are involved in the most troubling practices that we can track currently.

"Very glad I came across this book! It's always surprising what grades companies have. The author is very encouraging as well with his introduction and FAQs at the beginning."

"Great book. My granddaughter introduced me to this. Shop and vote with your dollars. Buy products from companies that really care about the environment, people and... oh yeah... the earth. Such a concept."

All of the data behind the rankings is contained in a massive database of over 2000 companies that keeps track of all of the relevant information and crunches the numbers. This project collects, classifies & analyzes the information for ethical consumers so that they have easy-to-use report cards that allow them to quickly identify the most/least responsible choices when they are shopping online, at the supermarket, or in a mall.

This is how the grading system works:

These companies are social and enviromental leaders in their category

These tend to be mainstream companies taking social/environmental responsibility seriously

These companies have either mixed social and environmental records or insufficient data available to rank them

These engage in practices that have significant negative impacts on people and the planet

These companies have the worst social and enviromental records in the industry

Search for specific companies or filter by industry category to see how organizations are behaving on the above key issues.

The only comprehensive guide for socially and environmentally responsible consumers available, this book ranks every product on the shelf from A to F so you can quickly tell the "good guys" from the "bad guys" - turning your grocery list into a powerful tool to change the world. Representing over 15 years of distilled research, data is organized into the most common product categories including coffee, energy bars, computers, gasoline, clothing, banks, cars, water and more. Also included is a summary of the essential information about particular product categories, profiles of the best and worst companies, practical buying tips and the most useful online resources available. Whether you believe in environmental sustainability, human rights, animal protection, community involvement or social justice, you'll want this book. Small enough [4"x6"] to fit in a back pocket or small purse and organized in a shopping-friendly format, The Better World Shopping Guide will help you change the world as you shop! For just 15 bucks, how can you NOT get one?

# data[].attributes.attachment_link.description
Better World Shopper Search Companies BETTER WORLD SHOPPER is a public research project dedicated to making social and environmental data available to consumers who wish to utilize their dollars as votes in order to help build a better world.

# data[].attributes.attachment_link.title
Overcoming the World's Challenges - The Global Goals

# data[].attributes.attachment_link.description
The climate crisis. Ensuring no one goes hungry. Human rights abuses. Extreme poverty. Problems of this scale can be overwhelming, but the Global Goals(also known as the Sustainable Development Goals or SDGs) are the solution to tackling them.

# data[].attributes.body
Strengths based approach. Individualized accommodations to improve performance. Human resources.

# data[].attributes.attachment_link.title
How to Get the Best Out of an ADHD Employee (Just LIFT!)

# data[].attributes.headline
Attract, Prepare, Retain Teachers of Special Education

# data[].attributes.subject
Attract, Prepare, Retain Teachers of Special Education

# data[].attributes.body
Brief Series. Shows how I/O closely relates to school systems and supporting students with disabilities.

# data[].attributes.body
Organizational Development. Successful transitions.

# data[].attributes.attachment_link.title
3 Climate Change Solutions that could actually happen

# data[].attributes.headline
Connections Between I-O Psychology and International Relations

# data[].attributes.subject
Connections Between I-O Psychology and International Relations

# data[].attributes.body
Found through SIOP UN Committee.

# data[].attributes.attachment_link.provider_name
Society for Industrial and Organizational Psychology

# data[].attributes.attachment_link.readable_text
Aimee Lace and Stuart C. Carr

Geneva, Switzerland is a city teeming with diplomats and government officials, drawn by the presence of the United Nations and a desire to contribute to peace. In the midst of this diplomatic activity, two I-O psychologists work tirelessly to bring insights from I-O psychology to policy and international initiatives. These psychologists are Raymond Saner and Lichia Yiu.

The work of Raymond and Lichia is highly interdisciplinary, with a home base in social and organizational development/change. They are cofounders of a Geneva-based nongovernmental research and development organizations called the Centre for Socio-Eco-Nomic Development (CSEND, www.csend.org), which focuses on development work in developing and transition countries. They also founded Diplomacy Dialogue, which focuses on the interface among business, politics, society, and the environment. Their projects include institution development and change projects for international organizations and governments, such as the creation of a guidebook for the International Labor Organization on how to foster inclusion in employment and promote decent work (Saner & Yiu, 2005). More recently, they have been applying their expertise to the transition to a more sustainable global economy and societies in the context of the 2030 Agenda for Sustainable Development, which requires collaboration and solidarity of nations, businesses, and civil societies.

Their work stretches beyond the traditional scope of I-O psychology in that they innovatively apply insights from that field to political economy, international conflict resolution, and diplomacy work directly. Most international initiatives require effective multistakeholder cooperation and alignment. Raymond and Lichia's backgrounds in I-O psychology equip them well to provide guidance to the United Nations and other organizations on these complex issues. As Raymond puts it, poverty-reduction strategies, for example:

[I]nclude national governments, foreign aid agencies and international organizations. Each of them has its own policy preferences. That of course means creating sufficient common ground between approaches like the World Bank's and the International Monetary Fund's, including sometimes contentious 'financial conditions' for international loans and aid relief. It also includes other international organizations, such as the International Labour Organization (ILO) and the United Nations' Development Program (UNDP). These in turn tend to focus more on job-creation, employment policies and skill development, which are terrains somewhat more familiar perhaps to I-O psychologists.

Raymond and Lichia point out that while the field of I-O psychology is not readily seen as a complement to international relations in the same way that economics and political science are, there is a twin-pronged strategy by which I-O psychology could become more prominent in that sphere. The first prong is to expand I-O curriculum to include examples and case studies from outside of the private sector, from a broader range of regional backgrounds, and from macro-meso-micro perspectives. The second prong is to expand the research and theory base for understanding work in multinational organizations in lower income and transitioning countries.

What advice do they have for I-O psychologists interested in contributing to international relations? They suggest that I-O psychologists should indeed consider entering this fascinating field, which is "multistakeholder, multi-institutional, and highly international." They recommend considering gaining exposure by taking continuing education courses in related fields or, if possible, taking a job or internship in international settings. They also emphasize the contribution that I-O scholarship can make to international development through research and theory development in emerging and lower income countries. Equally important is the contribution by I-O scholars to creating sustainable alternative economic futures such as cooperatives, social and solidarity organizations, and sustainable and non-exploitation-based, humane-platform work conditions. Partnering with I-O psychologists from developing countries could be of mutual benefit as well through dialogue and appreciation of different operating contexts.

Ultimately, as Raymond and Lichia demonstrate, the understanding of behavior and change that I-O psychologists bring to the table can make a unique contribution to international relations and development partnerships. Raymond summarizes it well: "Applied for instance to nation building and rebuilding in Iraq, Afghanistan, Haiti, Yemen, and Ethiopia, important development work should not be left to military commanders trained to conduct war but who are arguably inept in reconstructing societies and working with the psychology of human beings." I-O psychologists are indeed well placed to contribute in innovative ways to building sustainable peace and reducing poverty globally. SIOP's UN Committee seeks to deepen connections between the I-O psychology community and the United Nations, and the work of Raymond Saner and Lichia Yiu demonstrate the immense contributions that are possible.

The SIOP United Nations Committee is Julie Olson-Buchanan (Chair), Stuart Carr, Lori Foster, Aimee Lace, Dan Maday, Drew Mallory, Ines Meyer, Morrie Mullins, Mathian Osicki, Mark Poteet, Walter Reichman, Nabila Sheikh, and Maria Whipple.

Saner, R., & Yiu, L (2005). Swiss executives as business diplomats in the new Europe. Organizational Dynamics, 34, 298-312

​

# data[].attributes.attachment_link.title
Innovative Connections Between I-O Psychology and International Relations: The Work of Raymond Saner and Lichia Yiu

# data[].attributes.attachment_link.description
Geneva, Switzerland is a city teeming with diplomats and government officials, drawn by the presence of the United Nations and a desire to contribute to peace. In the midst of this diplomatic activity, two I-O psychologists work tirelessly to bring insights from I-O psychology to policy and international initiatives.

# data[].attributes.headline
How to Leverage an I/O Psychologist During a Crisis

# data[].attributes.subject
How to Leverage an I/O Psychologist During a Crisis

# data[].attributes.attachment_link.readable_text
Chief Executive Officer at McCoy Consulting LLC, specializing in coaching, classes and content.
Psychologists of all types typically receive labels that fit into one of two massive buckets: clinical or counseling. In truth, psychology has over a dozen specialties with various focus areas.

The current climate of our nation has brought psychologists of all types to the forefront. We see more school psychologists actively engaging with students virtually, while cognitive psychologists are working overtime to produce more research and gather data on our shifting workforce, home life and how it impacts our brain and behavior.
Employee Surveying
In the midst of all of the various distinctions is my specialty, industrial-organizational psychology (I/O), also referred to as business psychology. I/O practitioners have three key focus areas: establishing a strategic business partnership, scientific rigor and designing smarter workplaces. Most importantly, I/O psychologists adhere to ethical guidelines that can strategically help businesses avoid lawsuits.

Though we are scarce, I/O psychologists can be highly useful, especially during times of uncertainty, as we help businesses adapt to change. Here are a few ways you can leverage a business psychologist, especially during the Covid-19 crisis:
Ethical Code
Organizations are surveying employees to better understand their needs and opportunities for the transition to working from home. However, not all surveys hold value, specifically because data analysis can be inadequate. Assessments can be tricky because questions designed without full consideration of the participant's expectations can inadvertently imply bias and discrimination.
Layoffs
Business psychologists train for the design, delivery and review of assessments and data. They can help eliminate erroneous survey design concerns by thoroughly vetting the information and testing it before releasing it to employees.

An I/O psychologist is subject to a code of ethics that requires them to report conflicts of ethics and organizational demands. The psychologist will keep in mind the potential harm to employees when leaders make decisions that impact them. When the two areas of employees and ethics converge, and they often do, the I/O psychologist will intercept with reasoning and considerations before a conflict goes too far. This interaction helps to ensure ethical lines are not willingly crossed and any detriment to the company's brand and leaders' integrity are avoided.
Hiring
Unfortunately, we are currently in an environment where job losses due to economic changes occur daily. I/O psychologists can help effectively lead an organization through these layoffs.

Leaders who have not formally trained for employee layoffs can find themselves sharing incorrect information or leading statements that can later hinder the company. The psychologist is well-equipped and prepared to deliver both good and bad news without causing emotional distress. An I/O psychologist's participation in your organization helps avoid harming employees and breaking confidentiality. They provide proper disclosure within a reasonable time and appropriate language. If you are unsure of what to say or when to say it, leave it to your I/O psychologist.

People who enter the company are exposed immediately to the culture and environment. This initial exposure shapes their ongoing interactions, reactions, and, of course, how sooner or later their departure will occur. Company culture starts on the first day, and the first day is unofficially the interview process.

Additionally, interviews can carry bias by assuming a candidate's capabilities. An I/O psychologist recognizes these inferences and can address them in companywide training to help unconscious bias take a back seat in the selection process. They can train human resources on proper interview techniques in order to demonstrate the culture the company is seeking to build.

These are just a few ways you can leverage I/O psychologists in the workplace, especially in our new environment, to bring your culture back in 2021 better than it was before.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

# data[].attributes.attachment_link.title
Council Post: How To Leverage An Industrial-Organizational Psychologist (Especially During A Crisis)

# data[].attributes.attachment_link.description
Chief Executive Officer at McCoy Consulting LLC , specializing in coaching, classes and content. Psychologists of all types typically receive labels that fit into one of two massive buckets: clinical or counseling. In truth, psychology has over a dozen specialties with various focus areas.

# data[].attributes.body
Employee Wellbeing in the Face of the Pandemic

# data[].attributes.body
By Jamil Zaki
Empathy. Motivation. Happiness. EQ.

# data[].attributes.attachment_link.readable_text
AbouT This Book

Empathy is in short supply. Isolation and tribalism are rampant. We struggle to understand people who aren't like us, but find it easy to hate them. Studies show that we are less caring than we were even thirty years ago. In 2006, Barack Obama said that the United States is suffering from an "empathy deficit." Since then, things only seem to have gotten worse.

It doesn't have to be this way. In this groundbreaking book, Jamil Zaki shares cutting-edge research, including experiments from his own lab, showing that empathy is not a fixed trait-something we're born with or not-but rather a skill that can be strengthened through effort. He also tells the stories of people who embody this new perspective, fighting for kindness in the most difficult of circumstances. We meet a former neo-Nazi who is now helping extract people from hate groups, ex-prisoners discussing novels with the judge who sentenced them, Washington police officers changing their culture to decrease violence among their ranks, and NICU nurses fine-tuning their empathy so that they don't succumb to burnout.

Written with clarity and passion, The War for Kindness is an inspiring call to action. The future may depend on whether we accept the challenge.

# data[].attributes.attachment_link.description
Empathy is in short supply. Isolation and tribalism are rampant. We struggle to understand people who aren't like us, but find it easy to hate them. Studies show that we are less caring than we were even thirty years ago. In 2006, Barack Obama said that the United States is suffering from an "empathy deficit."