What steps would you take to develop a new ethics program in

What steps would you take to develop a new ethics program in your organization? Break it down from conception to execution.

Solution

These are the 5 steps taken from conception to execution in my organization to develop a new ethics program recently.

1. Code of ethics:

This included the assurances supported from policies of organizational leadership, practical guidance on what is expected regarding ethical issues, commitments concerning stakeholder relationships, example Q&As, scenarios or decision trees, details of how the code will be implemented and monitored, and the consequences of misconduct.

2. Communication and the awareness program

This is being followed continuosly, it never ends. To engage the employees in this, they have shown us some videos and they asked us our opinions on this.

3. Training and reinforcement

Scenarios were shown to us and were asked to go through the company’s code of ethics to identify which of the standards were being broken in that case. After the discussion, it was revealed to participants that all of the scenarios had actually taken place in the sector in the past, helping to bring the training home.

4. Supporting context and culture

That architecture included outlining policies and regulations in employee contracts and supplier agreements, identifying individuals and boards who are accountable for outcomes, creating ongoing awareness-raising programmes, opening discussions with feedback and having oversight and monitoring procedures in place. Taking action against wrongdoing and communicating the action taken to staff is an important element of this.

5.Monitoring and accountability

Effective speak-up arrangements, such as anonymous helplines, through which employees, contractors and other third parties can raise concerns in confidence about unsafe, unethical or unlawful practices are an important element of good corporate governance. A key component of these arrangements is that staff feel comfortable that they can raise issues without fear of retribution.

They report the number and nature of queries raised internally to the board and executive committee and include the information in company newsletters.