- Take the 'ethical temperature of yur
the development of codes, statements and training material
employee awareness of laws and regulations as well as your
organization’s values and principles
employees on practical application of regulations, values and principles
data to test the effectiveness of training or to simply “test the
waters” prior to training
The IAM Process
Evaluation – finding out what actually happens in the organisation
‘Ethical temperature’ - what is and why it is important
organisation’s ‘ethical temperature’ is simply a measure of how well
people inside the corporation understand its ethical standards and how
well they comply with those standards. All corporations need to take
their ‘ethical temperature’ from time to time, not least because it is
vital in today’s media-savvy world to be assured that its behaviour
matches its rhetoric.
Well established corporations with a
sound reputation and an enviable CSR process need to take their
‘ethical temperature’ more than others, because they have more to lose.
temperature – taking’ the Integrity Works way uses a variety of
web-based survey tools together with interviews with selected
executives. The resultant combination of quantitative and qualitative
outcomes helps build a picture of the ethical health of the
Working with a small executive team from the
client organisation, Integrity Works produces a Report that enables the
organisation to identify and address pressing ethical issues. The
Report details a number of methods for dealing with agreed issues.
methods include specific tools such as Board-level education and
executive dilemma-based workshops, together with web-based training for
the majority of employees.
The IAM can then be used to monitor the effectiveness of such education and training processes, as outlined below.
Works provides a variety of tools for assessing employee commitment to
declared ethical standards. Here is an example of one such method.
A concise e-mail message containing a realistic ethical scenario is
sent to employees on a monthly or quarterly basis. The message closes
with a brief survey that invites the employee’s response to the
scenario and gathers specific demographic data.
2. When the
“submit” button is clicked the answers are sent to the IAM database and
the employee is invited to visit a web page to see how others in the
organization have responded to the scenario. On the web page the
employee also finds a discussion of the issues raised in the scenario
and, in some cases, a link to additional training material.
After one week, a follow-up e-mail containing results of the survey is
sent to all employees with a final invitation to complete the survey
for those who didn’t the first time.
4. Each month IW reports to the client an in-depth analysis of the responses.
IAM system not only tracks responses but it also monitors
“click-throughs” providing information on the numbers who visited the
related web page. Employees can be assured that no personally
identifiable information is collected on them—neither by IW nor the
company. For example, to honor employees’ privacy rights, IW does not
track whether a particular employee submitted a response or how she
answered the survey.
The scenario and the feedback web page are
customized to each organization’s ethics and compliance policies, Code
of Conduct, etc. Each visitor is also asked for his or her feedback,
observations, and ideas for future scenarios.