Monitoring the Program

A successful ethics program must have measurable outcomes; and it needs to be flexible enough to be amended and improved. The function of managing the ethics program typically falls to senior managers or a dedicated ethics officer within the organization.

Measuring success

You can employ a range of tools to monitor and measure your organization’s ethics program. These include: internal and external audits; surveys; staff questionnaires and anonymous reporting systems, such as online or telephone hotlines; open lines of communication between employees and supervisors; exit interviews with departing employees; and consistent rewards and punishments for ethical and unethical behavior, respectively. Continuous improvement efforts are key to the functioning of the best ethics programs, and should be a part of your program, too.

Appointing an ethics officer

If possible, identify a high-ranking manager within your organization to oversee compliance with your own and external standards. He or she should have good working knowledge of the ethical and legal standards expected within your industry. Some large organizations, especially those that are exposed to serious ethical risks (such as drug companies and military contractors) may well employ a dedicated ethics officer to perform this role. In some countries, companies above a certain size are legally required to have an ethics program and a named individual charged with its management.

The responsibilities

Ethics officers come from a range of backgrounds, such as finance, legal, IT, and human resources, but they are always people who can see value in ethical conduct, both to the business and to the wider community. Their responsibilities vary from one organization to another, but typically include:

• Assessing the risks that ethics programs must address

• Developing a code of conduct/ethics, and updating it periodically

• Coordinating the ethics program with other company managers

• Holding training programs for employees

• Establishing a confidential service for answering employee questions or concerns about ethics

• Ensuring company compliance with government regulation

• Auditing ethical conduct and taking action on possible violations of the code

• Developing, modifying, and communicating ethical codes and training devices

• Monitoring changes in the workplace or industry environment and evaluating how they should impact on the organization’s ethical position.

Your ethical health

• Is there a general understanding of what is considered correct conduct in your organization?

• Do you feel that your organization has a culture that encourages openness between managers and employees?

• Are there rewards for employees who demonstrate appropriate ethical behavior?

• Do you feel that your employees know how to act ethically during crisis situations?

• Do employees in your organization treat your customers fairly and honestly?

• Do employees treat each other with respect and honesty?

• Are there role models in your organization who demonstrate ethical decision-making for lower-level employees?

• Have you ever given your employees constructive criticism on how to improve their ethical conduct or reprimanded them for unethical conduct?