Feeds:
Posts
Comments

Is it well-thought-out?

Is it just?

Is it scientific?

Is it imaginative?

8.5" x 11"
8-1/2″ x 11″

11" x 14"
11″ x 14″

1. Vision and Goals
– Ethical thought and action have become part of the fabric of the organization. Ethics is not seen as an isolated program, but rather as key to growth and success.
– The organization has identified and defined its core ethical values, and communicates about values on a regular basis.

2. Leadership
– Managing ethically is considered an essential leadership competency.
– Senior managers are seen as role models. They emphasize the importance of ethical conduct as a core organizational value and strategy.
– Leaders and board members share a deep-seated commitment to ethical conduct as a foundation for the organization’s culture.

3. Infrastructure
– The Chief Ethics Officer is a recognized and respected member of the senior management team. S/he serves as an independent and confidential ethics advisor to senior leaders and governances members.
– Adequate financial and other tangible resources are allocated annually to the ethics function.
– Annual reports about ethics activities and results are made to the board of directors.

4. Legal Compliance, Policies, and Rules
– The organization has articulated the ethical standards and principles expected of third parties (e.g., suppliers, consultants, and contract workers).
– The organization demonstrates transparency and accountability by requiring key employees to make regular disclosures concerning, for example, conflicts of interest.
– The code of conduct/code of ethics covers all employees; is freely available in translation for all major language groups working in the organization.

5. Organizational Culture
– Most employees are very proud to work at the organization and would describe it as a great place to work, where ethics, integrity, and trust and fairness are highly valued.
– Employees feel safe to speak up (e.g., to blow the whistle) if they encounter fraud or other wrongdoing in the organization.

6. Disciplinary and Reward Measures
– The organization recognizes and rewards ethical behavior and supports appropriate discipline when necessary.
– The performance management system incorporates the organization’s values and ethical principles, and records employee behavior that meets or fails to meet these expectations.

7. Whistleblowing
– Employees are encouraged to speak up and bring forward their concerns or complaints about unethical behavior or misconduct. The organization offers a number of confidential channels or resources to which employees may turn.
– Supervisors and managers receive training on how to recognize and prevent retaliation.

8. Measurement and Research
– Ethics and integrity are regularly incorporated into organizational culture surveys and assessments.

9. Confidential Advice and Support
– Leaders actively encourage staff to obtain ethics advice whenever anyone perceives or believes that an ethical issue has arisen.
– The confidentiality of the ethics advisory process is respected at all levels of the organization.

10. Ethics Training and Education
– Ethics training, focused on enhancing ethical awareness, ethical decision-making, ethical leadership, and personal accountability, is integrated into the organization’s general educational curriculum.

11. Ethics Communication
– Leaders regularly speak about ethical commitments, challenges, and successes.
– The organization promotes transparency in connection with all of its activities.
– The organization’s website includes information about its ethics vision, goals, programs, and results.

12. Corporate Social Responsibility
– The organization supports the contribution of employee time, energy, and ideas to social and environmental concerns.
– The organization vigorously supports human rights and environmental sustainability in all its actions.

(Global Ethics and Integrity Benchmarks by Hudson-Ethics Consulting, “a tool for helping organizations assess and measure their progress in making a formal and transparent commitment to ethics and integrity in the workplace.”)