The 2019 Global Business Ethics Survey is now available!

 

Below, find all four releases of the 2018 report available for download.

The Global Business Ethics Survey

The fourth report of a four-part series in 2018.

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A decade ago, companies made headlines for problems such as bribery, financial manipulation, and fraud. The attention has shifted, though. For the past year, mistreatment of employees,especially abusive behavior, sexual harassment and discrimination, has joined data privacy as a critical issue of our time. #MeToo and #TimesUp have given a name to the larger effort to unearth problems that have festered and to find a path towards safer more respectful workplaces. Efforts to expose the issues have uncovered repetitive patterns of interpersonal misconduct in organizations around the world.

Building Companies Where Values and Ethical Conduct Matter

The third report of a four-part series in 2018.

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This report finds that employees are 15 times more likely to believe that their organizations reward and measure ethical behavior when they see consistent, regular communication from upper management on issues like trust and ethical conduct.

The second report of a four-part series in 2018.

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With more and more organizations committing to higher quality programs, it begs the question: does it make a difference when a company dedicates more resources and heightens the priority of their E&C efforts?

To find an answer, we asked employees about the presence of an E&C program in their workplace. We also inquired about the quality of that program, if it existed. We then examined the impact and value of E&C in organizations with programs at varying degrees along the HQP implementation continuum.

THE RESULTS ARE POWERFUL.

The first report of a four-part series in 2018.

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This report focuses on the four major outcomes that ECI has found to be critical measures of organizational conduct. When organizations prioritize integrity, employees are:

  • Less likely to feel pressure to violate ethics standards;
  • Less likely to observe misconduct;
  • More likely to report misconduct they observe; and,
  • Less likely to experience retaliation for reporting.

Additionally, this report provides an overview of the current strength of companies’ ethical cultures, which significantly influence workplace conduct. Lastly, the report concludes with recommendations for business leaders who are committed to a high standard of integrity in their organizations.

We are grateful to the following companies whose generosity has made this report possible: