Tags: Ethical Values
This Good Practice Guide is intended to help businesses define and measure ethical culture. Now with exclusive supporter-only case studies.
About the guide
This guide is intended to help you define and measure ethical culture. Culture is widely recognised as vital to the success of any business – an ethical culture is one in which organisational purpose, values and behaviour co-exist with ethical direction, such as codes of conduct and disciplinary processes. These all come together and shape and influence an organisation. This guide begins with a more detailed definition and understanding of what ethical culture is. The main part of the guide is intended to help you think about the indicators you might use to measure and track different aspects of your ethical culture. We conclude with some case studies from businesses that have implemented and evolved their approach to measuring and managing their ethical culture. Two pieces of advice came through often from the conversations that shaped this guide. First, start from where you are – no one has the perfect data set to begin with. Work across your business to bring together the key data points you have that help you understand whether people in your business are living your purpose. Second, be curious. Having your eyes and ears open to insight and learning, internally and externally, will help you as you develop your approach to managing and shaping an ethical culture in your organisation.
Who is this Good Practice Guide for?
This Good Practice Guide is aimed primarily at those with responsibility for implementing and increasing the effectiveness of the measurement and reporting of culture, ethics, and values in their organisation. The focus is deliberately on organisational Ethics and Compliance (E&C) leaders while noting that many of the activities will be delivered by practitioners – whether in an explicitly named ‘ethics’ or ‘compliance’ function or not. Where there is no dedicated ethics leader in an organisation, the case studies and ideas shared will be just as relevant to those who hold the same responsibilities. This could be those in Human Resources (HR), Legal and Development (L&D), risk functions or corporate affairs – to name but a few.
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