Ethics, DEI, Sustainability, and AI are "hot" topics in almost all organizational leadership discussions. In many such discussions, we often hear that a good percent of employees unaware of the organizational policies, including the organizational ethics mandate. It is seen that the employees do complete some of these courses as a part of the joining formalities, but later on, checking them on a regular basis is missed due to other project priorities. An unfortunate incident related to ethical behavior may then occur and provide an "unfortunate" alert to the organization and team. The alert sends ripples across the organization, and then there is a compulsory mandate to check these policies. Thinking of the ownership of this information and compliance to the policies, it's both- employees and organization.
Organizational policies are changing across the board due to operational changes. Due to such changes, we see an increase in ethical dilemmas, and this clearly needs ways to ensure an end-to-end process is created and executed to avoid any untoward incidents that may damage the organization's credibility.
What should be a way, in your opinion, to build a robust process around understanding Ethics and related processes?
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Deepa, Ethics and Anticorruption guidelines should be on top of every agenda on every meeting just like Risk is, and this is one way to constantly remind the team of the importance of abiding by those regulations and processes!
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1 reply by Dr. Deepa Bhide
Mar 07, 2024 12:53 PM
Dr. Deepa Bhide
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Totally agree with you Rami. Sadly, the other organizational priorities compete for this topic and get the top slots.
In my opinion, organizations must have this as a mandatory item on the agenda and should get to discuss this.
Deepa, Ethics and Anticorruption guidelines should be on top of every agenda on every meeting just like Risk is, and this is one way to constantly remind the team of the importance of abiding by those regulations and processes!
Totally agree with you Rami. Sadly, the other organizational priorities compete for this topic and get the top slots.
In my opinion, organizations must have this as a mandatory item on the agenda and should get to discuss this.
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1 reply by Rami Kaibni
Mar 07, 2024 12:57 PM
Rami Kaibni
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Some organizations do that but others unfortunately put this on the shelf like you said, until something happens then they wake up to the fact!
Some organizations do that but others unfortunately put this on the shelf like you said, until something happens then they wake up to the fact!
I agree with you Rami. Thanks for your comment. Saving Changes...
George FreemanThought Leader | Author | Architect| Florida, United States
Deepa,
Ethics-based policies, guidelines, and courses are all necessary practices to have in place, but they become less meaningful (to resources) when ritualistically, procedurally, and repetitively delivered.
On the other hand, “demonstratively practiced” ethics-based communications will embed themselves into the consciousness of resources. As an example, highlighting and recognizing a co-worker's accomplishment that demonstrated ethical veracity (without stating it as such) would show a pattern that others would want to mimic.
George
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1 reply by Dr. Deepa Bhide
Mar 08, 2024 10:35 AM
Dr. Deepa Bhide
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Thanks George. This is an excellent suggestion and something that has a lot of creativity in which the message can be delivered. The creative element also creates an indelible mark on the employees.
Thanks for your comment and the point of "highlighting demonstrative ethical behaviors."
I would suggest the same could be said for any set of control objectives including privacy, security, and other compliance domains.
Having a policy and providing training is just the first step.
Having an ongoing refresh process which keeps policies, procedures and training current, a zero tolerance policy for ALL staff (including the C-level), appropriately used defaults and nudges, and a proactive, supportive stance from the gate keepers responsible for a given control area rather than an adversarial one will help.
Kiron
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2 replies by Dr. Deepa Bhide and Kwiyuh Michael Wepngong
Mar 08, 2024 10:37 AM
Dr. Deepa Bhide
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Hi Kiron, an excellent point again. The first training can only be an awareness and then the next ones can be tailored to the needs of the organization in a intuitive and creative fashion. I agree that the gatekeepers can be more vigilant and a process set for their reporting.
I believe that this should be a mandatory agenda for any meeting at the very outset. Maybe that may work too.
Thanks for your valuable comment.
Mar 11, 2024 1:02 PM
Kwiyuh Michael Wepngong
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Thanks Kiron, very much on point
Saving Changes...
Puneet VermaSr. Web Developer | CAPM | Webmaster | ZEDEDADelhi, India
Do's and Don'ts/Ethics/Code of Conduct/Sustainability Practices should be clearly communicated to employees and there should be an internal engagement platform to discuss them on regular basis. For eg. Facebook Workplace
They should be available everywhere on office walls as company culture quotes, cafetaria tv screens, internal newsletters, email signatures, celebrations, contests, creatives and as organization process assets etc.
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1 reply by Dr. Deepa Bhide
Mar 08, 2024 10:40 AM
Dr. Deepa Bhide
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Puneet, excellent points and I see how you are suggesting the value of making these not just procedural and ritualistic but more community-oriented, democratic and a group behaviors. I agree with the visibility that you are suggesting and the companies can work on which platforms to use for these messages.
Ethics-based policies, guidelines, and courses are all necessary practices to have in place, but they become less meaningful (to resources) when ritualistically, procedurally, and repetitively delivered.
On the other hand, “demonstratively practiced” ethics-based communications will embed themselves into the consciousness of resources. As an example, highlighting and recognizing a co-worker's accomplishment that demonstrated ethical veracity (without stating it as such) would show a pattern that others would want to mimic.
George
Thanks George. This is an excellent suggestion and something that has a lot of creativity in which the message can be delivered. The creative element also creates an indelible mark on the employees.
Thanks for your comment and the point of "highlighting demonstrative ethical behaviors." Saving Changes...
I would suggest the same could be said for any set of control objectives including privacy, security, and other compliance domains.
Having a policy and providing training is just the first step.
Having an ongoing refresh process which keeps policies, procedures and training current, a zero tolerance policy for ALL staff (including the C-level), appropriately used defaults and nudges, and a proactive, supportive stance from the gate keepers responsible for a given control area rather than an adversarial one will help.
Kiron
Hi Kiron, an excellent point again. The first training can only be an awareness and then the next ones can be tailored to the needs of the organization in a intuitive and creative fashion. I agree that the gatekeepers can be more vigilant and a process set for their reporting.
I believe that this should be a mandatory agenda for any meeting at the very outset. Maybe that may work too.
Thanks for your valuable comment. Saving Changes...
Do's and Don'ts/Ethics/Code of Conduct/Sustainability Practices should be clearly communicated to employees and there should be an internal engagement platform to discuss them on regular basis. For eg. Facebook Workplace
They should be available everywhere on office walls as company culture quotes, cafetaria tv screens, internal newsletters, email signatures, celebrations, contests, creatives and as organization process assets etc.
Puneet, excellent points and I see how you are suggesting the value of making these not just procedural and ritualistic but more community-oriented, democratic and a group behaviors. I agree with the visibility that you are suggesting and the companies can work on which platforms to use for these messages.
Community Champion
