Tag: ECI

Categories
Blog

2023 Global Business Ethics Survey: Part 5 – Workplace Ethics Concerns and the Need for Compliance

In a recent ECI podcast series, I had the opportunity to visit with Pat Harned, CEO of ECI. We took a deep dive into the 2023 Global Business Ethics Survey (GBES), which revealed concerning trends in workplace ethics. The survey highlighted increased employee pressure, misconduct, and retaliation against whistleblowers. These findings underscore the need for organizations to implement robust ethics and compliance programs, including formal anti-retaliation measures. In this concluding Part 5 of this blog post in this series, we consider what compliance professionals need to do based on this year’s GBES.

Pat firmly believes that workplace ethics concerns are a significant issue and that compliance programs are necessary to address these concerns. Her perspective is shaped by alarming data showing high levels of pressure, increased observations of misconduct, and worrying rates of retaliation in the workplace. Pat advocates for the implementation of high-quality ethics and compliance programs, emphasizing the importance of manager engagement, regular reminders of reporting resources, anti-retaliation programs, and holding all employees accountable for ethical behavior. She also recommends regular assessments of these programs and their impact to ensure their effectiveness.

The GBES data indicates that many employees perceive a lack of strong ethical standards in their workplaces. This perception is alarming, as it not only affects the well-being of workplaces but also erodes the trust of the public in business employees and consumers. In today’s society, people pay close attention to the conduct of businesses, making it crucial for organizations to address these concerns. Based on the findings of the 2023 GBES, ECI has seven recommendations.

  1. Put in place a High-Quality Ethics & Compliance Program (HQP). Organizations need to take steps to implement high-quality ethics and compliance programs. Merely having a code of conduct, a helpline, or conducting training is not enough. Organizations need to invest time in understanding what it means to have a higher-level program that can genuinely change the culture within an organization and reduce the risk of non-compliance.
  1. Focus on managers in an effort to reduce undue pressure. One of the key recommendations made in the episode is for business leaders to focus on managers. Managers play a significant role in shaping the culture of an organization and can inadvertently create undue pressure on employees. Educating supervisors about the impact of their actions and the ties between economic well-being, company strategy, and the temptation to compromise ethical standards can help reduce such pressure.
  1. Regularly remind employees of the resources that are available to receive reports of suspected misconduct. Another crucial recommendation is to remind employees of the resources available to report misconduct regularly. While most companies have helpline processes or reporting systems in place, employees may not always remember where to go when they observe wrongdoing. By consistently messaging the availability of reporting channels through formal channels and encouraging managers to discuss them periodically, organizations can create a culture that emphasizes the importance of reporting concerns.
  1. Implement a retaliation prevention program. The issue of retaliation must be addressed directly. Retaliation continues to be a significant problem in many organizations. To combat this, companies should develop formal anti-retaliation programs. These programs should include training for managers to recognize and prevent retaliation, as well as processes to monitor the well-being of employees who report misconduct. By actively demonstrating a commitment to preventing retaliation, organizations can build a reputationforf not tolerating such behavior.
  1. Encourage top managers and supervisors to engage in behaviors that build a strong ethical culture. The importance of top managers engaging in ethical and compliant behavior is emphasized as well. Organizations should encourage leaders to model ethical conduct, keep employees informed, and discipline wrongdoers. Performance metrics should be in place to hold managers accountable for these behaviors, ensuring a strong ethical culture is maintained over time.
  1. Hold employees at all levels accountable to your organization’s values and standards. It is crucial to hold all employees accountable for the organization’s values and standards. When employees perceive that rules are applied differently based on their position within the organization, it undermines the belief that the organization’s code and values truly matter. Compliance officers can work towards conveying the importance of equal accountability and regularly reporting summary statistics of substantiated allegations and disciplinary actions to foster transparency and trust.
  1. Assess your organization’s ethics & compliance program, culture, and impact. Every compliance professional should consider assessing their ethics and compliance programs, culture, and their impact. This step is critical in understanding the effectiveness of existing programs and identifying areas for improvement. By conducting regular assessments, literally, whenever your risks change, organizations can ensure their ethics and compliance initiatives align with their goals and values.

The 2023 GBES highlights the concerning trends in workplace ethics and the need for robust ethics and compliance programs. Organizations must prioritize implementing high-quality programs, focusing on managers, preventing retaliation, reminding employees of reporting resources, and holding all employees accountable. By addressing these concerns, organizations can create a culture that prioritizes ethics and compliance, safeguarding the well-being of workplaces and maintaining the trust of the public.

To access the 2023 GBES report and obtain more information about ECI, interested individuals can visit the organization’s website at www.ethics.org. The report provides a summary of the findings, while an interactive website allows users to explore the data in more detail.

For more information, check out the ECI podcast series with Pat Harned discussing the GBES here.

Categories
Innovation in Compliance

2023 Global Business Ethics Survey: Part 5 – Improving Ethics and Compliance Programs: Insights from 2023 GBES

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. Tom Fox recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern.

In Part 5 of a five-part podcast, we why companies need a strong ethical culture and high-quality compliance program.

Pat Harned, CEO of ECI (Ethics & Compliance Initiative) and a leading expert in workplace ethics and compliance programs, has extensive experience in the field and has led the 2023 Global Business Ethics Survey. Pat firmly believes that workplace ethics concerns are a significant issue and that compliance programs are necessary to address these concerns. Her perspective is shaped by alarming data showing high levels of pressure, increased observations of misconduct, and worrying rates of retaliation in the workplace. Pat advocates for the implementation of high-quality ethics and compliance programs, emphasizing the importance of manager engagement, regular reminders of reporting resources, anti-retaliation programs, and holding all employees accountable for ethical behavior. She also recommends regular assessments of these programs and their impact to ensure their effectiveness. Join Tom Fox and Pat Harned as they delve deeper into these issues in the upcoming episode of the 2023 GBES podcast.

Key Highlights:

  • Ethics and Compliance Challenges in Global Workplaces
  • Creating a Culture of Retaliation-Free Workplaces
  • Evaluating Organizational Performance with Global Benchmarks

Resources:

ECI

2023 Global Business Ethics Survey

Blog Post on the 2023 GBES, Part 5

Categories
Innovation in Compliance

2023 Global Business Ethics Survey: Part 4 – The Importance of a Strong Ethical Culture

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. Tom Fox recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern. In Part 4 of a five-part podcast, we explain why companies need a strong ethical culture and high-quality compliance program.

The 2023 GBES strongly advocates for the establishment of a robust ethical culture in businesses. Pat Harned’s insights reveal that many employees need to operate within a strong ethical culture, and they stress the need for businesses to not only meet minimum standards but also strive for high-quality programs that transform company culture and operations. Pat believes that leaders should model ethical behavior and actively promote program activities that positively influence conduct and minimize the risk of non-compliance. Join Tom Fox and Pat Harned as they delve deeper into this topic on the 2023 GBES podcast episode.

Key Highlights:

  • Building a Strong Ethical Culture in Business
  • Transforming Organizational Culture through Ethics and Compliance
  • What is a high-quality compliance program?

Join us in Part 5, where we discuss how a compliance professional can use this information in their corporate compliance program.

Resources

ECI

2023 Global Business Ethics Survey

Blog Post on the 2023 GBES, Part 4

Categories
Blog

2023 Global Business Ethics Survey: Part 4 – The Importance of Implementing a Strong Ethical Culture

In a recent ECI podcast series, I had the opportunity to visit with Pat Harned, CEO of ECI. We took a deep dive into the 2023 Global Business Ethics Survey (GBES), which revealed concerning trends in workplace ethics. The survey highlighted increased employee pressure, misconduct, and retaliation against whistleblowers. These findings underscore the need for organizations to implement robust ethics and compliance programs, including formal anti-retaliation measures. In Part 4 of this blog post in this series, we consider the importance of implementing a strong ethical culture in an organization.

Pat strongly advocates for the establishment of a robust ethical culture in businesses, a perspective shaped by their extensive experience in the field, including their significant role in conducting the 2023 GBES. Harned’s insights reveal that many employees do not operate within a strong ethical culture, and they stress the need for businesses to not only meet minimum standards but also strive for high-quality programs that transform company culture and operations. Harned believes that leaders should model ethical behavior and actively promote program activities that positively influence conduct and minimize the risk of non-compliance.

Two of the key findings from the GBES revealed that only 13% of employees believe they work in a strong ethical environment, indicating a pressing concern in today’s business landscape.

Key Finding: 5 – Few employees say they work in a strong ethical culture.

One of the key findings was that businesses are not taking the necessary steps to reduce their risk significantly. The survey found that only 30% of companies globally have implemented foundational elements of an ethics and compliance program. This lack of focus on ethics is alarming, as organizations with high-quality programs are more likely to have a strong ethical culture and positively impact conduct.

Building a strong ethical culture requires prioritizing key components of a high-quality program. These components include setting clear standards, providing training, establishing reporting systems, and ensuring consistent discipline for violations. By implementing these elements, organizations can foster a culture where employees believe that ethical standards matter and feel comfortable reporting wrongdoing.

However, achieving a strong ethical culture is not without its challenges. Balancing different factors and tradeoffs is necessary. For example, organizations must find a balance between setting clear standards and allowing flexibility for innovation and growth. They must also consider the impact of their decisions on stakeholders, including employees, customers, and the wider community.

Key Finding: 6 – Businesses are not taking the steps that are proven to reduce their risk significantly.

We also saw surprising findings regarding the countries with the highest and lowest percentages of employees working in ethical, solid cultures. Egypt and Colombia were listed as the countries with the highest percentages, while Japan and South Korea were at the bottom. This highlights the complexity of ethical culture, as it is not solely determined by cultural mores but also by trust in leaders and the extent to which employees feel welcome to voice concerns.

To address weaknesses and improve ethical culture, organizations can utilize the findings from the survey. The ECI report provides metrics that can help compliance professionals identify areas for improvement and address weak points in their programs. By focusing on the behaviors of top managers and supervisors, modeling expected conduct, and creating an environment where employees feel comfortable raising concerns, organizations can strengthen their ethical culture.

The episode also emphasized the importance of a high-quality program effort, as defined by the ECI. Organizations that go above and beyond the minimum standards and truly transform their culture are 546% more likely to have a strong ethical culture and 467% more likely to impact conduct and reduce the risk of non-compliance positively. The ECI has outlined key components of a high-quality program, including clear standards, training, helpline reports, leadership engagement, and consistent discipline.

In conclusion, the importance of implementing a strong ethical culture in businesses cannot be overstated. The findings from the Global Business Ethics Survey highlight the need for organizations to prioritize ethics and compliance programs. By focusing on key components of a high-quality program and addressing weaknesses, organizations can foster a culture where ethical standards are valued, misconduct is reported, and risk is significantly reduced. Achieving a strong ethical culture requires a careful balance of different factors and a commitment to continuous improvement.

To access the 2023 GBES report and obtain more information about ECI, interested individuals can visit the organization’s website at www.ethics.org. The report provides a summary of the findings, while an interactive website allows users to explore the data in more detail.

 Join us in our concluding Part 5, where we discuss how a compliance professional can use this information in their corporate compliance program.

For more information, check out the ECI podcast series with Pat Harned discussing the GBES here.

Categories
Blog

2023 Global Business Ethics Survey: Part 3 – Retaliation in the Workplace

The 2023 ECI Global Business Ethics Survey has shed light on the pressing issues of workplace ethics, retaliation, and whistleblower protection. The survey reveals that employees often face pressure to compromise workplace standards or even the law, a problem that the ongoing pandemic has further exacerbated. Additionally, the survey highlights a concerning rate of retaliation against employees who report misconduct, with 46% of observers experiencing some form of retribution. These findings underscore the need for organizations to address these issues and provide better support for their employees.

Key Finding: 1- Employees continue to face exceptionally high levels of pressure to compromise workplace standards or the law.

One of the key findings of the survey is the persistently high levels of pressure faced by employees to compromise workplace standards or the law. This pressure is not merely performance-related but rather involves doing something ethically wrong. The survey indicates that this metric has remained essentially unchanged since the last time it was measured. Even during the pandemic, when remote work and changing work dynamics were prevalent, employees still felt the need to cut corners to meet performance goals or demonstrate their value to the organization.

 

Key Finding: 4 – Retaliation against employees who report misconduct continues to occur at unacceptable rates.

Retaliation against employees who report misconduct is another critical issue highlighted by the survey. Shockingly, 46% of individuals who observed misconduct reported experiencing some form of retribution. This high rate of retaliation is deeply concerning, but what is even more troubling is that the company never contacted 45% of employees who reported misconduct to inquire about potential retaliation. This lack of support and protection for whistleblowers creates an environment where employees feel isolated and unsupported, discouraging others from coming forward to report misconduct.

It is important to note that not all behavior observed by whistleblowers may be retaliation, as individuals who report tend to be more sensitive and attentive to how people are behaving. However, organizations must educate supervisors and coworkers about recognizing and addressing potential retaliation. By providing training and support, companies can create an environment where employees feel safe and supported when reporting misconduct.

The survey also revealed exciting country ratings regarding perceived retaliation. Countries such as Brazil, Lebanon, Algeria, Colombia, and Argentina were viewed favorably in terms of lower instances of retaliation. On the other hand, countries like Australia, Germany, Israel, Egypt, and India were viewed unfavorably, with higher rates of retaliation. These regional differences highlight the importance of considering cultural and organizational factors when addressing workplace ethics and whistleblower protection.

To address these issues effectively, organizations must prioritize training employees and managers on the importance of whistleblowing and the zero-tolerance policy towards retaliation. By fostering a culture of transparency and support, companies can encourage employees to come forward without fear of retribution. Additionally, providing resources and guidance to employees who have reported misconduct can help them navigate potential retaliation and ensure their well-being.

The 2023 ECI Global Business Ethics Survey serves as a wake-up call for organizations to address workplace ethics, retaliation, and whistleblower protection issues. By prioritizing these areas, companies can create a more ethical and supportive work environment, ultimately benefiting both employees and the organization as a whole. It is crucial to recognize the impact of these issues and take proactive steps to ensure a culture of integrity and accountability within the workplace.

To access the 2023 GBES report and obtain more information about ECI, interested individuals can visit the organization’s website at www.ethics.org. The report provides a summary of the findings, while an interactive website allows users to explore the data in more detail.

 Join us in Part 4, where we consider what is an ethical culture.

For more information, check out the ECI podcast series with Pat Harned discussing the GBES here.

Categories
Innovation in Compliance

2023 Global Business Ethics Survey: Part 3 – The Pervasive Issue of Retaliation in the Workplace

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. Tom Fox recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern. In Part 3 of a five-part podcast, we consider addressing workplace misconduct.

The 2023 GBES showed that within workplace ethics, retaliation, and whistleblower protection issues, retaliation is a pervasive issue in the workplace, with a significant number of individuals who report misconduct experiencing some form of retribution. The GBES revealed that retaliation remains unacceptably high, with many victims of harassment or discrimination choosing not to report due to fear of further retaliation. Pat emphasizes the importance of educating supervisors and coworkers to recognize and address retaliation, as well as supporting and educating employees who come forward about what retaliation might look like and how to handle it. Join Tom Fox and Pat Harned as they delve deeper into these issues on the 2023 GBES podcast.

Key Highlights:

  • Pressure to Compromise Workplace Standards
  • Lack of Support for Whistleblowers
  • What is retaliation?

Join us in Part 4, where we ask ‘what is an ethical culture”?

Resources:

ECI

2023 Global Business Ethics Survey

Blog Post on the 2023 GBES, Part 3

Categories
Innovation in Compliance

2023 Global Business Ethics Survey: Part 2 – Addressing Workplace Misconduct

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. Tom Fox recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern. In Part 2 of a five-part podcast,  we consider addressing workplace misconduct.

Pat’s views on workplace misconduct have been shaped by her belief in the importance of a strong relationship between employees and their supervisors, which she sees as crucial to encouraging reporting of misconduct and ensuring satisfaction with the outcome. She advocates for training managers to respond supportively to reports and emphasizes the need for organizations to educate employees on the importance of reporting misconduct internally rather than resorting to social media or external agencies. With her extensive research and expertise, Harned has made significant contributions to promoting ethical practices in the workplace. Join Tom Fox and Pat Harned as they delve deeper into this topic on the 2023 GBES podcast.

Key Highlights:

  • Increasing Rates of Workplace Misconduct and Managerial Response
  • Global Reporting Trends in Corrupt Countries
  • The Impact of Supportive Managers on Reporting

Join us in Part 3, where we consider some disturbing findings on retaliation.

Resources

ECI

2023 Global Business Ethics Survey

Blog Post on the 2023 GBES, Part 2

Categories
Blog

Global Business Ethics Survey: Part 2 – Addressing Workplace Misconduct

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. I recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks. It is Part 2 of a five-part blog post series on the 2023 GBES. We look at Key Findings 2 and 3.

Key Finding: 2 – Workplace misconduct is at an all-time high.

Workplace misconduct is a prevalent issue that organizations worldwide must address. According to the 2023 GBES, a staggering 65% of employees have witnessed violations of company standards or the law within the past year. This alarming statistic highlights the urgent need for effective strategies to tackle workplace misconduct.

One crucial aspect of addressing workplace misconduct is the role of managers. Managers play a pivotal role in the reporting and resolution process, as their supportive response can greatly impact the success of resolving misconduct. Research has shown that employees are more likely to report misconduct if they have a good working relationship with their supervisor. Therefore, organizations must prioritize training managers to recognize and respond supportively to reports.

Creating a culture of trust and accountability is essential in addressing workplace misconduct. Trust is a fundamental element that permeates an organization, impacting employees’ willingness to report misconduct. When employees trust their managers and feel valued as individuals, they are more likely to come forward with reports. On the other hand, a lack of trust can lead to underreporting and perpetuation of misconduct.

Educating employees about the importance of reporting misconduct is crucial. Organizations need to provide clear channels for reporting and ensure employees know where to go when they witness wrongdoing. By messaging to employees that reporting to management is essential and productive, organizations can encourage employees to come forward and help solve problems internally. This approach is more effective than resorting to social media or external agencies, which may not contribute to long-term workplace improvement.

Key Finding: 3 – Globally, reporting of observed misconduct is at a record high.

The global landscape of misconduct reporting varies significantly. Countries like India, Egypt, Nigeria, Bolivia, and Kenya have high reporting rates, indicating a willingness among employees to report misconduct. However, high reporting rates can also lead to high retaliation rates, as observed in some of these countries. In contrast, countries like Chile, Canada, South Korea, Japan, and Hungary have lower reporting levels, possibly due to cultural factors and employees’ perceptions of authority.

To address workplace misconduct effectively, organizations must improve the reporting process, train managers to respond supportively, and foster a culture that values trust and accountability. It is crucial to strike a balance between encouraging reporting and ensuring the safety of employees who come forward. Organizations should also consider the impact of their decisions on public trust in business, as misconduct erodes organizational cultures and can damage reputations.

In conclusion, addressing workplace misconduct through reporting and managerial support is a complex task that requires careful consideration of various factors. Organizations must prioritize training managers, fostering trust, and educating employees about the importance of reporting. By creating a culture that values accountability and supports those who come forward, organizations can effectively address workplace misconduct and promote a healthier and more ethical work environment.

Join us in Part 3, where we consider the disturbing findings of retaliation.

For more information, check out the ECI podcast series with Pat Harned discussing the GBES here.

Categories
Innovation in Compliance

2023 Global Business Ethics Survey: Part 1 – GBES: A Snapshot of the Global Workforce Ethics

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. Tom Fox recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern. In Part 1 of a five-part blog post series on the 2023 GBES, Tom Fox and Pat Harned provide an overview of the GBES.

Pat Harned is a seasoned compliance professional committed to fostering ethical conduct in the business sector. As the CEO of ECI, Pat has a unique perspective on the global business ethics survey: insights into workplace ethics and compliance, shaped by her 16 years of involvement with the survey. She finds the recent survey results deeply troubling, pointing out several issues, such as high levels of employee pressure to compromise standards, increased misconduct, persistent retaliation, and a low percentage of employees reporting a strong ethical culture in their workplaces. Pat underscores the significance of a robust ethics and compliance program and is confident that the survey data can offer valuable benchmarks and recommendations for organizations aiming to enhance their programs. Join Tom Fox and Pat Harned as they delve deeper into this topic in the upcoming episode of the 2023 GBES podcast.

Key Highlights:

  • Insights into Workplace Ethics and Compliance
  • The Crucial Role of Diverse Respondents
  • Alarming Workplace Ethics and Compliance Trends

Join us in Part 2, where we consider the findings of the observation of workplace misconduct.

Resources:

ECI

2023 Global Business Ethics Survey

Blog Post on the 2023 GBES, Part 1

Categories
Blog

2023 Global Business Ethics Survey: Part 1 – Overview

The Global Business Ethics Survey (GBES) conducted by the Ethics & Compliance Initiative (ECI) provides valuable insights into workplace ethics and compliance from the perspective of employees. I recently had the opportunity to visit with ECI CEO Pat Harned on the 2023 GBES. This survey has become a reliable benchmark for organizations to compare their workplace culture with third-party research, allowing them to identify areas for improvement and address potential risks.

Over the past 30 years of GBES research, ECI has identified and proven that certain “outcome” metrics are indicative of the well-being of workplaces from an ethics & compliance perspective. In this, the largest and latest update to the GBES body of research, employees in 42 countries around the world told us that there is reason for concern. In Part 1 of a five-part blog post series on the 2023 GBES, we provide an overview of the GBES.

The 2023 GBES reveals concerning trends that highlight the need for organizations to prioritize ethics and compliance. The GBES stated:

The following are the critical measures of “the state of ethics & compliance in the workplace”:

  • Pressure in the workplace to compromise ethical standards;
  • Observations of misconduct by employees as they go about their day-to-day work;
  • The reporting of misconduct when observed;
  • Any retaliation perceived by employees after they report misconduct and
  • Strength of workplace culture from an ethics & compliance perspective.

These findings are particularly alarming, as they indicate that unless businesses change their approach to ethics and compliance, the situation is likely to worsen.

The GBES is a longitudinal cross-sectional study, meaning that it has been conducted over a long period, but the survey participants change with each iteration. This methodology ensures a diverse and representative sample, making the survey results highly reliable. By gathering input from employees, the GBES provides a comprehensive understanding of workplace culture and allows organizations to measure the impact of their ethics and compliance programs.

Pat Harned emphasized the importance of employee input in measuring the effectiveness of ethics and compliance programs. The GBES enables organizations to understand what employees are seeing and how they perceive the culture within the workplace. This information is crucial for organizations to make informed decisions and improve their ethics and compliance programs.

The GBES report offers valuable data and benchmarks for compliance professionals, regulators, and business leaders. It provides insights into key metrics that can help organizations assess the quality of their ethics and compliance programs. The report also highlights major risk areas identified by employees, allowing organizations to prioritize their efforts and address potential issues.

One of the key takeaways from the GBES is the importance of a high-quality ethics and compliance program. The report indicates that many organizations are not focusing enough on implementing effective programs that can make a difference. This insight is relevant to various stakeholders in the compliance community, including compliance professionals, regulators, and providers. The GBES report can help these stakeholders understand what a high-quality program looks like and identify areas for improvement.

The GBES report also offers suggestions for leaders to strengthen their ethical cultures and encourage more employee reporting. By understanding the factors that influence employees’ perceptions of ethics in the workplace, organizations can take proactive steps to create a positive and ethical work environment.

To access the 2023 GBES report and obtain more information about ECI, interested individuals can visit the organization’s website at www.ethics.org. The report provides a summary of the findings, while an interactive website allows users to explore the data in more detail.

Taken together, the main findings in this GBES clearly portend that businesses today face a higher risk of misconduct and loss of public trust than ever before. From the GBES:

  • When employees say that they face pressure to compromise standards, they are more likely to observe misconduct. Pressure is at an all-time high.
  • Employees are already working in environments where wrongdoing can occur. Misconduct is at an all-time high.
  • While more employees are willing to report misconduct that they observe, the likelihood that they will experience retaliation is as high as ever. Retaliation has a silencing effect on an organization, and it occurs with alarming frequency.
  • Most employees say that their workplace culture permits unethical conduct.
  • Companies are not undertaking the most important effort that can reduce their risk for future problems, namely implementing a high-quality program.

Presently, business is one of the most trusted sectors among members of the public around the world. However, all current indications point to rampant risk for misconduct to occur. Should this take place, these organizations will not only lose the trust of their employees but that of consumers and stakeholders. Unless major changes occur, public trust in business can and will be lost.

In conclusion, the Global Business Ethics Survey provides valuable insights into workplace ethics and compliance. The latest report highlights concerning trends that organizations need to address to improve their ethics and compliance programs. By utilizing the data and benchmarks provided by the GBES, compliance professionals, regulators, and business leaders can make informed decisions and work towards creating a strong ethical culture in the workplace.

To access the 2023 GBES report and obtain more information about ECI, interested individuals can visit the organization’s website at www.ethics.org. The report provides a summary of the findings, while an interactive website allows users to explore the data in more detail.

Join us in Part 2, where we consider the findings of the observation of workplace misconduct.

For more information, check out the ECI podcast series with Pat Harned discussing the GBES here.