Ethics consulting strategies


  • Comprehensive assessment of strengths and vulnerabilities, with focus groups and anonymous surveys as necessary. The resulting report can break out information by function and region. Good for establishing baseline before a culture-changing initiative is launched.
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  • Designing and implementing a sustainable ethics initiative — establishing reasonable objectives, codes of conduct and training strategies; integrating codes, training, recruiting, hiring and reviews into an ethical framework; getting “buy-in” of senior management; designing surveys and other tools
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  • Diagnostic review of written and other relevant material from mission statements to codes of conduct to policies on business practices — for clarity, comprehensiveness and cohesion and effectiveness
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  • Education and training for executives, managers and future leaders
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  • Relationship between human resources, ethics and compliance — helping all functions work together effectively, dealing with information provided on hotlines and help lines, reconciling values-based perspectives with compliance considerations, maintaining effective relationships between human resource managers and others including ethics officers; review of recruiting, hiring, screening and discipline practices as well as performance evaluation criteria and actual practices concerning retention, promotion and termination decisions
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  • Recruiting and hiring — background checks, accurate and fair references, screening for competence and character
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  • Performance evaluations and management — providing useful, honest and respectful feedback; ethics and character issues in evaluations and promotions; determining appropriate sanctions, dealing with senior executives, cash settlements, press releases
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  • Planning and strategy development
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  • Customized publications that explore exemplary decision-making in your world
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  • Dissent channel and accountability practices — audit of employee willingness to report perceived misconduct without fear of retaliation, per “dissent channel” requirements in the Federal Sentencing Guidelines
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  • Monitoring compliance — audit company policies and procedures designed to monitor and assure compliance with laws, internal policies and the company’s ethical values
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  • Continual employee reinforcement — multimedia design of communication and awareness strategies to reinforce the company’s values
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  • Targeted problem solving — the Institute can use focus groups to identify areas where there is significant disagreement or areas of vulnerability (e.g., honest internal reporting, employee screening, work-life balance, bid shopping) and develop with management a coherent statement of policy and companion training and materials.
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  • Customer and community education designed to inform and inspire customers and the community to be more concerned with ethics and to position the company as one of integrity — with comprehensive, multimedia materials and established community networks
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  • Ongoing consultation to support the organization in continually reinforcing and improving its ethical practices for a sustainable result
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  • Position your organization as a company synonymous with integrity and character by visibly supporting character development programs in communities served and by providing information and inspiration to customers on ethics and parenting for character in mailings and other communications
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Call (800) 711-2670 to discuss how Josephson Institute can design a program that is right for you.