Corporate scandals and even misconduct really are never out of the headlines. They also pose a huge risk to the employer as well. By the looks of things, the media coverage and even the outrage is putting any kind of corporate activity under a microscope. The question is, what can employers really do to try and improve this? How can HR and even people managers try and promote ethical behaviour? This is especially the case for those who work in labour recruitment or even in labour jobs.

Unethical Behaviour

It should be noted that unethical behaviour is not inevitable to say the least. When you look at the evidence review that has been done by the CIPD, you will soon see that there individual factors and even organisational factors that need to be taken into account. It's important to know how employers can take a much more proactive approach while also taking into account that misconduct needs to be handled before it actually hits the headlines.

The Climate

It's also vital to discuss how the climate at which employees are able to speak up, because this will empower them while also giving them the chance to do the right thing overall. This requires far more than a policy and a whistle blower. It requires staff training, a code of ethics and even demonstrable actions. It's important that people try and demystify ethics and that they also look at how ethical competence plays a role. A better understanding of the implications of the work and even what it looks like really is key overall. There is now an increasing demand for accountability and even decision making. HR is going to play a huge role in acting as a guardian for behaviour and it's vital that people remember this.