Transparent structure
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Transparent structure is an ethical practice where organizations openly share all procedures and policies with stakeholders to avoid appearing as though they have something to hide. It promotes honest communication from institutions to build trust with employees, customers, and investors. While there is little statistical evidence it increases trust, transparency is still considered important to avoid concealing information which can lead to lies and corruption.
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Within the ethics infrastructure, good communication—downward, upward, and two way—
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organization must evaluate the current state of ethics communication and initiatives.
It must communicate its values, standards, and policies in a variety of formal and
informal ways that meet its employees’ needs. These communication efforts should
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variety of media, because people learn things in different ways. In general, the old
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from management, employees must also have opportunities to communicate
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created that says it’s okay to ask questions, and it’s okay to talk about ethics. In the
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CHAPTER 6 MANAGING ETHICS AND LEGAL COMPLIANCE 215
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companies, regardless of their size or location. If you have not already done so, you should think
about introducing a whistleblowing policy or code of conduct. But simply having a
whistleblowing policy and hotline is not enough to create a culture in which employees are
genuinely encouraged to make disclosures. So what can you do to embed an open culture and
make sure your whistleblowing regime is effective?
Top-level commitment
The CEO and board should clearly support and sponsor any whistleblowing regime. Board
members or other senior managers must be seen to respect the policy. If anyone discourages
whistleblowing this will significantly undermine other efforts. Senior accountability A senior
member of management must have overall responsibility for embedding the culture of internal
disclosure throughout the company – particularly within management.This person should also
announce the policy to all employees, manage and review it, and feedback on it to the board.
What’s more, he or she must have enough resources to be able to do this well.
Communication and training
Employees must know the regime is in place and understand when and how to use it. Some
businesses ensure this with regular emails, videos and presentations from the CEO, responsible
manager or general counsel. Comprehensive training must be compulsory for all, run regularly
and records of employee attendance should be kept. It may be sensible to require employees to
sign an annual declaration that they have read and understood the policy and received training. If
there is a danger of training fatigue, make whistleblowing training part of the company’s general
compliance training and reserve more intensive training for employees with managerial
responsibilities.
Regular review and audit
Regularly review any whistleblowing policies and prepare reports on the number and types of
disclosures received in any given year. Asking the questions below will help your board to assess
how the policy can be applied most effectively.
• Are disclosures widespread across the company or very limited?
• Are they concentrated in a particular business area or scattered across all areas?
• Are the numbers of disclosures going up or down?
• Do employees feel able to make disclosures?
• Are the types of issues being disclosed through the policy appropriate and sensible?
• How have disclosures been investigated and followed up?
You could also give employees updates on a more general level. This lets them see that people
are making disclosures and that those disclosures are being encouraged and dealt with
appropriately. Bring the information to life with anonymised examples of disclosures and how
they were handled
Proper investigation and action
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promptly and properly. Take appropriate action at the right level. The pol.
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organization must evaluate the current state of ethics communication and initiatives.
It must communicate its values, standards, and policies in a variety of formal and
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created that says it’s okay to ask questions, and it’s okay to talk about ethics. In the
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companies, regardless of their size or location. If you have not already done so, you should think
about introducing a whistleblowing policy or code of conduct. But simply having a
whistleblowing policy and hotline is not enough to create a culture in which employees are
genuinely encouraged to make disclosures. So what can you do to embed an open culture and
make sure your whistleblowing regime is effective?
Top-level commitment
The CEO and board should clearly support and sponsor any whistleblowing regime. Board
members or other senior managers must be seen to respect the policy. If anyone discourages
whistleblowing this will significantly undermine other efforts. Senior accountability A senior
member of management must have overall responsibility for embedding the culture of internal
disclosure throughout the company – particularly within management.This person should also
announce the policy to all employees, manage and review it, and feedback on it to the board.
What’s more, he or she must have enough resources to be able to do this well.
Communication and training
Employees must know the regime is in place and understand when and how to use it. Some
businesses ensure this with regular emails, videos and presentations from the CEO, responsible
manager or general counsel. Comprehensive training must be compulsory for all, run regularly
and records of employee attendance should be kept. It may be sensible to require employees to
sign an annual declaration that they have read and understood the policy and received training. If
there is a danger of training fatigue, make whistleblowing training part of the company’s general
compliance training and reserve more intensive training for employees with managerial
responsibilities.
Regular review and audit
Regularly review any whistleblowing policies and prepare reports on the number and types of
disclosures received in any given year. Asking the questions below will help your board to assess
how the policy can be applied most effectively.
• Are disclosures widespread across the company or very limited?
• Are they concentrated in a particular business area or scattered across all areas?
• Are the numbers of disclosures going up or down?
• Do employees feel able to make disclosures?
• Are the types of issues being disclosed through the policy appropriate and sensible?
• How have disclosures been investigated and followed up?
You could also give employees updates on a more general level. This lets them see that people
are making disclosures and that those disclosures are being encouraged and dealt with
appropriately. Bring the information to life with anonymised examples of disclosures and how
they were handled
Proper investigation and action
It is essential that the whistleblowing policy is enforced. Any disclosure must be investigated
promptly and properly. Take appropriate action at the right level. The pol.
Data Ethics in the Workplace: Beyond AI, Privacy and Security
The rate at which we generate data is increasing at a dizzying pace, with estimates of 463 exabytes of data being created each day by 2025. While security and privacy are often top-of-mind when discussing data, organizations must also consider the ethics of data collection, analysis and movement and the risks that they present. Operating without a data ethics framework can cause permanent damage. On the other hand, a healthy approach to data ethics has immeasurable benefits.
Join Neal O’Farrell, data ethics expert, advisor and trainer, as he tackles this timely and important topic. Learn how to create a culture of data ethics in your workplace that can make almost everything better - from AI and big data, security and privacy, trust and reputation, even workplace harmony and productivity.
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Transparent structure
- 2. Say What
- 3. Transparent Structure is an ethical practice in which organizations do not conceal any information on procedures and policies from their stakeholders.
- 4. Organizations? Organizations? Organizations? Organizations? Organizations? Organizations?
- 5. Any Government or nongovernment, public or private institution
- 6. Stakeholders? Stakeholders? Stakeholders? Stakeholders? Stakeholders? Stakeholders?
- 8. Basically….
- 9. Just ask yourself, “Am I trying to hide something by this action, practice or policy?” If yes, you are neither Ethical nor Transparent
- 10. Who uses it? Applied Communication Communication Theory Mass Communication Political Communication Public Relations
- 11. So What?! Transparent Structure promotes open, honestcommunication from institutions in order to foster trustand credibilityin their stakeholders.
- 12. Criticism?
- 13. Few reliable statistical evaluations have been done to provide evidence that transparent structure does actually increase trust or credibility.
- 14. But… is still a good thing. Transparency
- 15. Concealing information leads to nothing but lies, uncheckedconsequences and corruption.