Month: March 2021

8 Ways to Elevate Ethical Culture: Measuring Business Pressure and Risky Growth Targets

Posted on by Ethisphere

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AUTHOR:
Erica Salmon Byrne, J.D.
Executive Vice President and Chair of the Business Ethics Leadership Alliance (BELA)

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In this series, we share insights into the eight pillars that make up a robust ethical culture. Our eight pillars seek to get at the key metrics of a strong ethical culture: Do your employees understand what is expected of them? Do they know where to go if they have questions? And, if they need help or have made a mistake, do they trust the process enough to go through with it?

In our previous posts, we’ve discussed:

Today’s post focuses on the pressure to compromise company standards in the pursuit of achieving business targets.

[/fusion_text][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” flex_grow=”0″ top_margin=”30px” bottom_margin=”” width=”” alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” /][fusion_imageframe image_id=”33813|full” max_width=”” sticky_max_width=”” style_type=”” blur=”” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align_medium=”none” align_small=”none” align=”none” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” lightbox=”no” gallery_id=”” lightbox_image=”” lightbox_image_id=”” alt=”” link=”” linktarget=”_self” hide_on_mobile=”medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” filter_hue=”0″ filter_saturation=”100″ filter_brightness=”100″ filter_contrast=”100″ filter_invert=”0″ filter_sepia=”0″ filter_opacity=”100″ filter_blur=”0″ filter_hue_hover=”0″ filter_saturation_hover=”100″ filter_brightness_hover=”100″ filter_contrast_hover=”100″ filter_invert_hover=”0″ filter_sepia_hover=”0″ filter_opacity_hover=”100″ filter_blur_hover=”0″]https://ethisphere.com/wp-content/uploads/Pillar-4-Desktop.jpg[/fusion_imageframe][fusion_imageframe image_id=”33811|full” max_width=”” sticky_max_width=”” style_type=”” blur=”” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align_medium=”none” align_small=”none” align=”none” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” lightbox=”no” gallery_id=”” lightbox_image=”” lightbox_image_id=”” alt=”” link=”” linktarget=”_self” hide_on_mobile=”small-visibility” sticky_display=”normal,sticky” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” filter_hue=”0″ filter_saturation=”100″ filter_brightness=”100″ filter_contrast=”100″ filter_invert=”0″ filter_sepia=”0″ filter_opacity=”100″ filter_blur=”0″ filter_hue_hover=”0″ filter_saturation_hover=”100″ filter_brightness_hover=”100″ filter_contrast_hover=”100″ filter_invert_hover=”0″ filter_sepia_hover=”0″ filter_opacity_hover=”100″ filter_blur_hover=”0″]https://ethisphere.com/wp-content/uploads/Pillar-4-Mobile-1.jpg[/fusion_imageframe][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” flex_grow=”0″ top_margin=”30px” bottom_margin=”40px” width=”” alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” /][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” font_size=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” line_height=”” letter_spacing=”” text_color=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]

PILLAR FOUR:

Pressure

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What we aim to measure:

In this Pillar, we measure the strength and source of pressure employees may be experiencing to compromise standards to hit goals. Does the “what” matter more than the “how” within the organization? Are employees encouraged to circumvent standards to achieve business objectives? And if yes, by whom?

Types of questions we ask:

  • I feel pressure to compromise the Company’s Code, policies, laws, rules or regulations in order to achieve business goals.
  • I feel this pressure from my senior leadership, middle management, immediate managers, coworkers, customers, or business partners.
  • The type of pressure I feel is strong, weak, or moderate.

Why it matters:

In a push for profits, an organizations can sometimes unintentionally elicit risky behaviors that are unethical and illegal. An organization that emphasizes results ‘at any cost’ lives on borrowed time. Organizations that encourage and reward efforts to achieve business objectives while adhering to the company’s values and legal obligations set the stage for sustainable operational excellence.

What the data says:

This pillar tends to be an area that reveals critical insights and opportunities for improvements. According to our data (of more than 1 million responses):

15 percent indicate they experience pressure to compromise company standards or the law in order to achieve business goals

58 percent that do experience pressure indicate the pressure has a strong or moderately strong influence on their decision making

Participants experiencing pressure most frequently cite Senior Leadership (38 percent) and their Immediate Manager (37 percent) as the source(s) of the pressure

The key takeaway from these statistics is that organizations – specifically, leaders within the organization – may unwittingly partake in committing the sin of omission, not commission. Rarely are senior leaders or managers explicitly stating that employees should achieve their business objectives by whatever means necessary. However, often missing in directives is the encouragement to achieve objectives in accordance with company standards.

The bottom line: When organizations reward performers (either through promotion or bonuses), that implicit pressure can lead employees to make compromising decisions that allow them to meet their targets.

How Ethisphere clients have used the data/insights:

Managers play a big role in how employees work to achieve their objectives. Quite often, managers who are not talking about how to achieve objectives in the right way aren’t opposed to doing so – they just see it as someone else’s job to share that part of the message (looking at you, E&C professional).

In other cases, managers are instigators of bad behavior, particularly in regions where actions, such as bribes, are an accepted norm.

Our clients use numbers like these to drive home the message that this is everyone’s job. When talking with managers, E&C teams emphasize that conversations around goals and objectives has to include reminders that the way in which something is done matters just as much as whether it is accomplished. They also share communications and tactics to support this message.

An individual company’s approach to addressing this challenge will vary by industry, since the potential sources of pressure can be different. For a tech company, pressure may come from a customer like a reseller or distributor. In retail or hospitality, customers are often a source of pressure, and the response there may be to deploy de-escalation training to help employees deal with overzealous guests asking for upgrades to which they are not entitled.

Once a company is armed with their data, identifying how to support employees who are feeling pressured or ways to remove the pressure with better communications becomes an easier exercise. (Note we don’t say easy. Just easier. This pillar is always a challenge).

Expert tips for your program effectiveness:

  • Celebrate moments where an employee elects to do the right thing and protect the organization’s reputation versus making a sale by unethical means – preferably in front of colleagues if possible. Public praise matters.
  • Encourage executives to emphasize the substance behind performance, not just the performance itself.
  • Train managers to observe and calibrate their response to failure. What is their reaction when someone brings bad news? It will influence whether they share again.

Have questions about ethical culture? Schedule time to talk with an Ethisphere expert, or subscribe to our “Culture Corner” newsletter to stay up-to-date on ever-changing culture trends and data.

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8 Ways to Elevate Ethical Culture: Observing and Reporting Misconduct

Posted on by Ethisphere

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filter_blur_hover=”0″ animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” last=”true” border_position=”all” first=”false”][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” flex_grow=”0″ top_margin=”20px” bottom_margin=”10px” width=”” alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” /][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” font_size=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” line_height=”” letter_spacing=”” text_color=”” animation_type=”” 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AUTHOR:
Erica Salmon Byrne, J.D.
Executive Vice President and Chair of the Business Ethics Leadership Alliance (BELA)

[/fusion_text][/fusion_builder_column_inner][/fusion_builder_row_inner][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” font_size=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” line_height=”” letter_spacing=”” text_color=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]In this series, we share insights into the Eight Pillars that make up a robust ethical culture. Our Eight Pillars seek to get at the key metrics of a strong ethical culture: Do your employees understand what is expected of them? Do they know where to go if they have questions? And, if they need help or have made a mistake, do they trust the process enough to ask for it?

In our previous post, we discussed the first of the eight markers: Do your employees understand what is expected of them? In the following post, we covered the second pillar: How employees perceive the effectiveness of ethics and compliance communications and training?

In this post, we focus on the culture of observing and reporting misconduct.[/fusion_text][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” flex_grow=”0″ top_margin=”30px” bottom_margin=”” width=”” alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” /][fusion_imageframe image_id=”33812|full” max_width=”” sticky_max_width=”” style_type=”” blur=”” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align_medium=”none” align_small=”none” align=”none” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” lightbox=”no” gallery_id=”” lightbox_image=”” lightbox_image_id=”” alt=”” link=”” linktarget=”_self” hide_on_mobile=”medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” filter_hue=”0″ filter_saturation=”100″ filter_brightness=”100″ filter_contrast=”100″ filter_invert=”0″ filter_sepia=”0″ filter_opacity=”100″ filter_blur=”0″ filter_hue_hover=”0″ filter_saturation_hover=”100″ filter_brightness_hover=”100″ filter_contrast_hover=”100″ filter_invert_hover=”0″ filter_sepia_hover=”0″ filter_opacity_hover=”100″ filter_blur_hover=”0″]https://ethisphere.com/wp-content/uploads/Pillar-3-Desktop.jpg[/fusion_imageframe][fusion_imageframe image_id=”33810|full” max_width=”” sticky_max_width=”” style_type=”” blur=”” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align_medium=”none” align_small=”none” align=”none” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” lightbox=”no” gallery_id=”” lightbox_image=”” lightbox_image_id=”” alt=”” link=”” linktarget=”_self” hide_on_mobile=”small-visibility” sticky_display=”normal,sticky” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” filter_hue=”0″ filter_saturation=”100″ filter_brightness=”100″ filter_contrast=”100″ filter_invert=”0″ filter_sepia=”0″ filter_opacity=”100″ filter_blur=”0″ filter_hue_hover=”0″ filter_saturation_hover=”100″ filter_brightness_hover=”100″ filter_contrast_hover=”100″ filter_invert_hover=”0″ filter_sepia_hover=”0″ filter_opacity_hover=”100″ filter_blur_hover=”0″]https://ethisphere.com/wp-content/uploads/Pillar-3-Mobile-1.jpg[/fusion_imageframe][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” flex_grow=”0″ top_margin=”30px” bottom_margin=”40px” width=”” alignment=”center” border_size=”” sep_color=”” icon=”” icon_size=”” icon_color=”” icon_circle=”” icon_circle_color=”” /][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” font_size=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” line_height=”” letter_spacing=”” text_color=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]

PILLAR THREE:

Observing and Reporting Misconduct

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What we aim to measure:

This section addresses several important challenges: What is the strength of your organization’s “speak-up” culture? Do obstacles exist that prevent employees from stepping forward? If so, what might they be?

Types of questions we ask:

  • If I were to observe misconduct, I would be willing to report it.
  • Over the past 12 months, have you observed unethical behavior or business misconduct at the Company?
  • I reported the unethical behavior or business misconduct that I observed.
  • The Company has a policy that prohibits retaliation against employees who report misconduct or participate in an investigation.

Why it matters:

Mitigating people-created risk is key to the success of any Ethics & Compliance program. Establishing a culture where employees are comfortable raising concerns about suspected misconduct (intentional or accidental) is critical in that endeavor. In almost every instance of consequential misconduct, “somebody knew what was going on,” but many don’t speak up for a number of reasons, including fear of reprisal.

What the data says:

For the companies we work with, this pillar often offers significant opportunities to improve, particularly when it comes to levels of comfort in reporting observed misconduct. The data shows that:

92 percent of participants indicate a willingness to report misconduct if they were to observe it, hypothetically speaking, yet just 52 percent of employees who observed misconduct in the past 12 months reported the matter; with

60 percent of those individuals who did report a concern raised it with their immediate manager.

76 percent of participants believe that their company enforces its non-retaliation policy while 85 percent believe their manager complies with the policy.

The key takeaway from these statistics is that employees inherently believe they’d do right thing if misconduct occurs, however when faced with misconduct, many did not. As a result, it is incumbent upon the organization to foster a culture that allows employees to act on the instinct of ‘doing the right thing.’ Given that employees most often report to managers, it is vital to ensure that managers are properly equipped to navigate how to respond when a direct report raises a concern, who to go to for help, and how to prevent retaliation.

How Ethisphere clients have used the data/insights:

In our deep dives of the data, we have been able to identify micro-cultures that exist across an organization. These micro-cultures are heavily influenced by regional and functional differences.

Taking this data and cross-referencing it with demographic data, we are able to establish context for the strength of the “speak-up” culture. These insights enable organizations to identify opportunities for targeted manager training and functional communications to ensure the central ethos of the organization permeates all micro-cultures and that all employees feel comfortable using their voice.

Expert tips for your program effectiveness:

  • Leverage manager toolkits and discussion guides that encourage discussion at the local levels about the responsibility every employee has to protect the organization and ensure business is conducted properly.
  • Proactively set expectations for the reporting and investigation processes for all employees about what to expect if they unfortunately find themselves in a position where they’ve observed misconduct.
  • Publicize the investigator code of conduct and consistently communicate the company’s non-retaliation policy (and enforcement protocols).

Have questions about ethical culture? Schedule time to talk with an Ethisphere expert, or subscribe to our “Culture Corner” newsletter to stay up-to-date on ever-changing culture trends and data.

[/fusion_text][fusion_modal_text_link name=”culture-subscribe” class=”” id=””]Subscribe to “Culture Corner” >[/fusion_modal_text_link][fusion_modal name=”culture-subscribe” title=”Sign Up for Culture Corner” size=”large” background=”” border_color=”” show_footer=”no” class=”” id=””]Our new Culture Corner newsletter delivers relevant data, insights, research, and current events about culture and its relationship to ethics, compliance, and risk to your inbox twice a month. In less than five minutes, you’ll learn something new that will help you make a positive impact on your culture. Sign up by completing this form.



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Ethisphere Recognizes WSP with Compliance Leader Verification™

Posted on by Aarti Maharaj

Ethisphere’s Compliance Leader Verification (CLV) recognizes organizations with an outstanding commitment to achieving a best-in-class ethics and compliance program

NEW YORK, March 25, 2021 (Newswire.com) – Ethisphere, a global leader in defining and advancing the standards of ethical business practices, announced today that WSP Global Inc. earned the coveted Compliance Leader Verification for 2021-2022.

WSP is one of the world’s leading professional services firms providing sustainable engineering, design, and strategic advisory solutions for a range of industries including Transport & Infrastructure, Property & Buildings, and Environment.

“We are delighted to recognize WSP’s robust ethics and compliance program. The company’s dedication to business integrity is exemplified in its exceptional tone from leadership, solid compliance controls, a strong ethics culture, and in other best practices, such as having an independent ethics and compliance function overseen by the board,” stated Erica Salmon Byrne, Executive Vice President, Ethisphere.

“Ethisphere’s Compliance Leader Verification award demonstrates our commitment to acting with integrity in all that we do and recognizes our efforts to build a best-in-class ethics and compliance program,” said Alexandre L’Heureux, WSP’s President and CEO. “I want to thank all our employees for their contributions in creating a culture based on respect, integrity, and trust.”

“The certification is proof of the quality of our ethics and compliance program and our culture of placing the highest ethical standards at the heart of our strategy. We take great pride in receiving this certification and will continue to build on the quality of our program,” stated Julianna Fox, Chief Ethics and Compliance Officer for WSP.

The Compliance Leader Verification process involves a rigorous review of an ethics and compliance program and corporate culture. It includes completing the Ethics Quotient® (EQ), a questionnaire covering the elements of an effective program; benchmarking program practices against the World’s Most Ethical Companies®; and extensive document review and interviews with executives and stakeholders. WSP also chose to conduct an Ethical Culture survey to assess employee perceptions across eight pillars of an ethical culture.

WSP’s performance was evaluated on six key areas: program resources and structure; perceptions of ethical culture; written standards; training and communication; risk assessment, monitoring and auditing; and enforcement, discipline, and incentives.

More information about Compliance Leader Verification is available at https://ethisphere.com/what-we-do/leader-verification/.

The French version of this press release is available here.

About Ethisphere 

The Ethisphere® Institute is the global leader in defining and advancing the standards of ethical business practices that fuel corporate character, marketplace trust, and business success. Ethisphere has deep expertise in measuring and defining core ethics standards using data-driven insights that help companies enhance corporate character. Ethisphere honors superior achievement through its World’s Most Ethical Companies® recognition program, provides a community of industry experts with the Business Ethics Leadership Alliance (BELA), and showcases trends and best practices in ethics with Ethisphere Magazine. Ethisphere also helps to advance business performance through data-driven assessments, benchmarking, and guidance. More information about Ethisphere can be found at https://ethisphere.com. Follow us on Twitter @Ethisphere.

About WSP Global Inc.

As one of the world’s leading professional services firms, WSP provides engineering and design services to clients in the Transportation & Infrastructure, Property & Buildings, Environment, Power & Energy, Resources and Industry sectors, as well as offering strategic advisory services. WSP’s global experts include engineers, advisors, technicians, scientists, architects, planners, environmental specialists and surveyors, in addition to other design, program and construction management professionals. Our talented people are well-positioned to deliver successful and sustainable projects, wherever clients need us.

Click here for the French version of this press release.

Media Contact
Aarti Maharaj
Director of Communications and Media Relations
[email protected]
@Ethisphere

 

WSP reçoit l’attestation Compliance Leader Verification de l’institut Ethisphere™

Posted on by Aarti Maharaj

Cette attestation décernée par l’institut Ethisphere reconnaît les organisations qui se sont engagées de manière exceptionnelle à mettre en place un programme d’éthique et de conformité de premier ordre

New York, NY – 24 mars 2021  – L’institut Ethisphere, leader mondial de la définition et de la promotion des normes de pratiques commerciales éthiques, a annoncé aujourd’hui que Groupe WSP Global Inc. a décroché la très convoitée Compliance Leader Verification pour 2021–2022.

WSP est l’une des principales sociétés de services professionnels au monde. Elle fournit des solutions durables en matière de génie, de conception et de conseil stratégique pour tout un éventail de secteurs, notamment le transport et les infrastructures, le bâtiment et l’environnement.

« Nous sommes ravis de reconnaître le solide programme d’éthique et de conformité de WSP. L’engagement de la Société envers l’intégrité dans ses affaires se reflète par l’exemplarité du message envoyé par la direction, ses contrôles de conformité robustes, une forte culture de l’éthique et par d’autres bonnes pratiques encore, notamment une fonction indépendante vouée à l’éthique et à la conformité relevant directement du conseil d’administration », a déclaré Erica Salmon Byrne, vice-présidente exécutive d’Ethisphere.

« L’attestation Compliance Leader Verification d’Ethisphere démontre notre engagement à agir avec intégrité dans tout ce que nous faisons et reconnaît nos efforts pour mettre en place un programme d’éthique et de conformité de premier ordre, a expliqué Alexandre L’Heureux, président et chef de la direction de WSP. Je tiens à remercier tous les membres de notre personnel de contribuer à créer une culture fondée sur le respect, l’intégrité et la confiance. »

« Cette attestation est la preuve de la qualité de notre programme d’éthique et de conformité. Elle est le reflet de notre culture, qui consiste à placer les normes éthiques les plus élevées au cœur de notre stratégie. Nous sommes très fiers de recevoir cette attestation et nous comptons bien continuer à accroître la qualité de notre programme », a pour sa part déclaré Julianna Fox, cheffe de l’éthique et de la conformité de WSP.

Le processus qui sous-tend l’attestation Compliance Leader Verification implique un examen rigoureux du programme d’éthique et de conformité, ainsi que de la culture de l’organisation. Il prévoit notamment la cueillette d’informations préliminaires à l’aide d’un formulaire, dit Ethics Quotient® (EQ) – celui-ci couvrant tous les éléments d’un programme efficace. Font également partie du processus l’analyse comparative des pratiques du programme par rapport aux World’s Most Ethical Companies®, un examen approfondi des documents, ainsi que des entretiens avec les dirigeants et les parties prenantes de l’organisation. Parallèlement, WSP a choisi de mener une enquête auprès de son personnel afin d’évaluer ses perceptions par rapport aux huit piliers d’une culture éthique.

La performance de WSP a été évaluée dans six domaines clés : ressources et structure du programme; perceptions de la culture éthique; normes écrites; formation et communication; évaluation du risque, surveillance et audit; de même qu’application, mesures disciplinaires et incitatifs.

De plus amples informations sur la Compliance Leader Verification sont disponibles à l’adresse suivante : https://ethisphere.com/what-we-do/leader-verification/

 À propos d’Ethisphere 

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Ethisphere’s 2021 Global Ethics Summit Agenda to Focus on ESG, Behavioral Science, Data Analytics, Third Party Risk Management, and More

Posted on by Aarti Maharaj

2021 theme to address the historic challenges highlighted by the events of last year and how the business community is adapting to become better. The Summit will feature a three-day live virtual event, and six additional months of programming, across a variety of digital formats.

NEW YORK, March 23, 2021 (Newswire.com) – Ethisphere, a global leader in defining and advancing the standards of ethical business practices, today announced a selection of sessions added to the agenda for the 12th Annual Global Ethics Summit. The Summit will take place virtually, from April 13-15, 2021. Registration and early-bird discounts are in effect through March.

To learn more and to register, visit https://globalethicssummit.ethisphere.com

As the premier annual business ethics assembly, this year’s breakthrough innovative digital experience will improve upon previous years, featuring contributions from CEOs, Board of Directors, Chief Legal Officers/General Counsels, Chief Ethics and Compliance Officers, HR leaders, and business influencers. The conversations will address the shifting priorities brought on by the global pandemic, and social justice issues—extending beyond the traditional areas of focus—offering practical advice and innovative approaches to some of the biggest challenges ranging from: impacting mental health, ESG, data analytics, behavioral science, talent retention, “presenteeism” in a hybrid working environment, and much more.

“A virtual Summit provides an exciting moment for participants with a completely new blueprint for remodeling this flagship event—one of the most important in its field. While there is no replacement for the relationships developed in person, a professional, digital experience will improve upon the ways we can distribute shared knowledge, and support a larger base of leaders in ways that will change behaviors at major multinational companies,” said Kevin McCormack, Senior Vice President and Executive Director of the Business Ethics Leadership Alliance. “Our 2021 theme acknowledges more than a year of unprecedented challenges, and it will feature companies that are leading a surge of spirit and solutions to become better and more capable on the other side of the pandemic, as we continue to engage on issues of diversity, inclusion and racial justice. To date, this could be our most important Summit for business leaders.”

Under the premise of companies sharing leading practices and communally working to improve long-term business performance, Ethisphere’s member-driven Business Ethics Leadership Alliance (BELA) continues to serve as a convener of respected institutions, to drive greater business integrity. This association of more than 315-member organizations worldwide illustrates Ethisphere’s strong commitment to helping organizations better engage in business ethics, compliance, and governance, a key component of business success in today’s environment. Many of these member companies are heavily involved with the Global Ethics Summit and are hands-on with their support of the BELA community, as they learn from some of the world’s most respected industry leaders.

The 12th Annual Global Ethics Summit will showcase more companies and feature additional, provocative points of view while bringing together a larger community of leaders. In an effort to facilitate the ongoing discussions throughout the year, the Summit will provide attendees, faculty, and sponsors with 50+ hours of content, interactive workshops, and on-demand content for all company leaders throughout 2021.

Some agenda highlights include:

  • Equity & Social Justice: The Necessary Influence of the Business Community to Address What Divides Us
  • CEO Conversation: New Strategies for Creating Stakeholder Value for the Long-Term
  • Turning Benchmarking into a True Improvement Model
  • Behavioral Science: Are There Better Ways to Influence Humans so the Culture Thrives?
  • Ethical Culture: It Can Be Measured…But What Will It Tell You and Will It Matter?
  • Ongoing Challenge of Effective ESG Reporting and Data Disclosure
  • M&A: New Tools and Process so that Compliance is an Enhancement to Any Deal
  • Corporate Influence and Reputation: Tracking and Measuring Business Perceptions and Making Sense of the Road Ahead
  • Designing and Building a Global Compliance Champion Program

“As we hear the term ‘follow the science’ used time-and-time again, it is important that business and ethics leaders take heed and recognize the science behind our work,” said Terry Stringer, Head of Ethics and Compliance Office & Center of Excellence at HP. “Influencing cultures, creating effective data-based ESG programs, and introducing new tools and processes to advance business strategies is a science and it ought to be viewed that way. The Global Ethics Summit is a chance for ethics and data ‘scientists’ to gather together, share best practices and implement the right kind of changes that create a more effective and productive business ecosystem.”

“With the complexity of issues companies in our sector or those companies with a similar global footprint, the importance of this Summit is at a premium for the diverse range of responsibilities we as Chief Compliance Officers need to address,” said Sidney Majalya, Vice President, Legal & Chief Compliance Officer at Intel Corporation. “Whether it is our commitment to addressing Human Rights or how we can more effectively address investigations under remote working conditions, both of which Intel will address specifically during the Summit, this is a rich set of topics and influencers impacting every corner of the business. Each year this Summit has a remarkable way of connecting the community so we can collectively examine problems and offer practical ways of overcoming them. This bolsters business performance and helps us as a profession enable much need societal changes as well.”

 

“The legal profession can play a major role in helping companies adapt to new environments while controlling risks that could impact a company’s bottom line or its brand value,” said Nancy Berardinelli-Krantz, Senior Vice President and Chief Counsel, Digital, Innovation, and Technology at Eaton. “The Global Ethics Summit offers compliance leaders, and the legal community a great opportunity to see what other companies are doing to meet the needs of customers in what is currently a chaotic environment. We can have a positive impact if business leaders continue to drive real, positive change aligned with regulatory and compliance priorities.”

 

“Corporate integrity is not ‘greenwashing’ or being seen to be doing the right thing,” said Tony Jordan, EY Americas Forensic & Integrity Services Leader. “Particularly during a crisis, integrity and a focus on compliance are paramount. It means behaving in a way that protects the organization and generates long-term value for communities and other stakeholders.”

 

As part of our Ask the Experts series, which will be launched in advance of this year’s Global Ethics Summit, we’ve invited a handful of business leaders to lend their insights into some of today’s most pressing topics. This video series will be available in late-March, and the conversations are driven by topics and questions submitted by the Global Ethics Summit attendees. Featured conversations include: Bruce Karpati, Partner, Global Chief Compliance Officer, KKR; Lucy Fato, EVP, General Counsel & Global Head of Communications and Government Affairs, AIG; John Gerzema, CEO, The Harris Poll, and Don Sinko, Chief Integrity Officer, Cleveland Clinic. To submit a question or to learn more about the Ask the Experts series, click here.

Now in its 12th year, the 3-day digital Summit experience will provide:

  • An extended Global Ethics Summit experience: With programming initiated in February, this year’s Global Ethics Summit will offer value beyond content and thought leadership opportunities throughout 2021.
  • 80+ Faculty: A combination of CEOs, corporate directors, CLOs, Chief Compliance, and Chief Ethics Officers, will anchor numerous sessions with everything from thought-provoking insights on societal progress to tactical programmatic changes to better address risk in this business climate.
  • 50+ Hours of Content: Through an “ask the experts function,” attendees will have the opportunity to ask questions online and receive immediate feedback from company leaders on pressing issues. An “ongoing company showcase” feature will also allow attendees to see real-time examples and engage with the other teams regarding issues that are important to them.
  • Expert Panels with pan-industry insights: Senior executives from top multinational companies will set the tone during keynotes alongside topical focused panel sessions with leading ethics and compliance leaders sharing insights and experiences on key components of successful programs.
  • Interactive workshops: A series of small, intimate, knowledge-sharing sessions structured to encourage satellite group video discussions around key topics and challenges companies are facing today.

Registration is open for the 2021 Global Ethics Summit, with early bird rates for tickets and team passes in effect. Complimentary passes are available to BELA members. To learn more and to register, visit: https://globalethicssummit.ethisphere.com/.

Learn more about the Global Ethics Summit Advisory Committee.

Follow the conversation on Twitter under the hashtag, #GlobalEthicsSummit21.

About BELA

Founded by Ethisphere, the Business Ethics Leadership Alliance (BELA) is a globally recognized organization of leading companies collaborating together to share best practices in governance, risk management, compliance, and ethics. BELA’s membership has since grown to a large community of companies who recognize the inherent value of promoting ethical leadership and world-class compliance culture. Learn more about BELA by visiting http://bela.ethisphere.com. To nominate a company to join BELA, contact Director of Member Engagement Sarah Neumann at [email protected].

About Ethisphere

Ethisphere® is the global leader in defining and advancing the standards of ethical business practices that fuel corporate character, marketplace trust, and business success. Ethisphere has deep expertise in measuring and defining core ethics standards using data-driven insights that help companies enhance corporate character. Ethisphere honors superior achievement through its World’s Most Ethical Companies® recognition program, provides a community of industry experts with the Business Ethics Leadership Alliance (BELA), and showcases trends and best practices in ethics with Ethisphere Magazine. Ethisphere is also the leading provider of independent verification of corporate ethics and compliance programs that include Ethics Inside® Certification and Compliance Leader Verification™. More information about Ethisphere can be found at https://ethisphere.com.

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Media Contact

​Aarti Maharaj​, Director of Communications
​[email protected]
@Ethisphere​​