As part of our 2018 Global Business Ethics Survey (GBES) research, ECI explored the impact of ethics & compliance program quality on employee perceptions and behavior.

Specifically, we asked U.S. employees about the presence of E&C program practices in their workplace.  We also inquired about the level of quality of those efforts, based on a framework developed by an independent Blue Ribbon Panel.

Finally, we examined the impact of E&C programs, based on their level of maturity, on employees’ perceptions and behavior.  Two primary findings emerged.

Key Findings from ECI’s 2018 Global Business Ethics Survey

Key Findings of the 2018 GBES Report

Organizations with high-quality programs (shown here as optimizing) demonstrate a 546% increase in culture strength over organizations at the lowest level of program quality.

Additional Key Findings from 2018 GBES Report

As the culture strengthens, employee conduct improves. Organizations with strong cultures are 467% more likely to demonstrate a positive impact on employees than organizations with weak-leaning cultures. This impact includes employees’ recognizing and adhering to organizational values, feeling prepared to handle key risks, reporting suspected wrongdoing, and reduced levels of misconduct overall.

For the 2019 GBES Report We Explored Further

In 2019, ECI sought to build upon these ground-breaking insights by further exploring the presence and impact of E&C programs around the world.

Specifically, for this latest update to the GBES, ECI surveyed employees who self-identified as senior managers or above and who worked in organizations with 5,000 or more employees.

Approximately 200 senior managers were surveyed from each of the 10 countries examined for this report.  This population was sought because senior-level leaders are most likely to be aware of the presence of resources and activities that are indicative of E&C programs.

Employees with these qualifications were asked a series of four questions that assessed their organization’s E&C program maturity level.  The questions were derived from ECI’s HQP Assessment.

It is important to note that these results cannot be generalized to the wider populations within each country.

The findings in this survey only represent the perspectives of approximately 200 senior employees from each country.

Additionally, this report is based on each senior manager’s self-assessment of E&C program maturity within their respective organizations.

Research by ECI has shown that employees in leadership positions often have more positive views of their organizations than employees in non-leadership positions.

As such, ECI recommends interpreting the results with this information in mind.


Download the GBES Report