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What is the most effective way to ensure a strong ethical organisational culture?

The single most important thing any organisation can do is to hire the right people: People with the necessary skills and integrity. Thereafter, a dynamic ethics management programme, which includes training, should be put in place and regularly reviewed and updated. The Code of Ethics or Code of Conduct plays an integral role in building a united ethical culture.

How do I know if I am hiring people with integrity?

There are a few things that should happen in the recruitment process. Firstly, the organisation’s values should be included in the job advertisement, which should state that only candidates who can see themselves living up to the values need apply. Once applications have been received, an integrity screening should be performed. EmployInsight offers integrity screening tools and psychometric tests that will ensure that only candidates with integrity are shortlisted. In the interview phase, specific values-based questions should also be asked. EmployInsight can assist HR with formulating these questions. In addition, a thorough pre-employment screening and vetting process should be followed to ensure that all information the candidate presents is accurate, true and complete. Once someone has been employed it is vital that they receive ethics training during induction, and thereafter at regular intervals.

What is the point of having a Code of Ethics or a Code of Conduct?

The Code could be just another policy in a jungle of other policies, or it can be the single most influential policy document in an organisation. To achieve the latter, an inclusive approach should be taken to developing the Code of Ethics, so that employees will feel empowered in the organisation and proud to work for the organisation. This exercise can boost company morale by creating a common vision of the character of your company. If the Code of Conduct is specific enough, it will help employees make tough decisions, deal correctly with conflicts of interest, and provide a consistent and fair guideline of expectations which can be used in disciplinary procedures or performance evaluations. For maximum effectiveness, the Code should exert a guiding influence over all other policy as well. If created, communicated and implemented correctly, a good Code of Ethics offers many benefits, including proactive human risk management.

We are a small company where we all know each other and what is expected of us. Is it still necessary for us to have a Code of Ethics?

It is highly recommended, yes. If an inclusive process is used to formulate the Code of Ethics or Value Statement it will give employees the opportunity to align their aspirations and expectations. This could enhance staff solidarity and morale and reduce conflict and misconduct. While a small company’s values come into existence organically, a formal process of writing the values down and explaining what is required to live up to the values will certainly contribute to a stronger foundation for future growth.

Can ethics be taught?

EmployInsight advocates case studies and roleplay in learning students how to make ethical decisions in real life situations. Students must learn the consequences of their unethical behaviour and the effect on their family and their future success in the work environment. Apart from training for ethics we are a strong proponent of measuring ethical behaviour in pre-employment selection, but it is also an important factor to be measured continuously as not only the individual, but the organisational belief system can change.

What are the red flags to watch out for of employee theft?

What are the red flags to watch out for of employee theft?
According to an article in Fin24 red flags to watch out for regarding possible fraud are: 1. Living beyond their means. 2. One person has signing rights and balances the books. 3. The employee never takes annual leave. 4. An employee is having a financial crisis. 5. First in, last out. 6. Constant shortages. 7. Someone who feels hard done by. 8. Very close to certain clients. 9. Missing documentation. 10. The business is losing cash. Read more..

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