Workplace Misconduct and Reporting

Each year ECI conducts the Global Business Ethics Survey® (GBES®) to better understand the state of ethics in the workplace from the perspective of employees. In the 2019 GBES, ECI built upon its existing research by further exploring select areas of workplace misconduct observed by employees. The 2019 GBES asked about six types of misconduct: 1) Abusive behavior – behavior that is abusive, intimidating or creates a hostile work environment 2) Conflicts of interest – decisions or actions to benefit the employee/friends/family over the interests of one’s organization 3) Corruption – the abuse of entrusted power for private gain 4) Discrimination – actions against employees based on race, sex, age, religion, sexual orientation, or similar categories 5) Sexual harassment – unwelcome sexual advances, requests for sexual favors, other verbal or physical harassment of a sexual nature and/or offensive remarks about a person’s sex 6) Violations of health and/or safety regulations The rates of observed misconduct for each of these misconduct areas are discussed. In addition, the report examines whether the observed misconduct was reported and if so, to whom it was reported and if the employee who reported the behavior experienced retaliation. The 2019 GBES findings included in this report are based on employee responses from 18 countries. Global percentages consist of the median from all 18 countries. The results are provided by five global regions, composed of the following countries: --Africa & Middle East: South Africa, United Arab Emirates --Asia Pacific: China, India, Indonesia, Japan, South Korea --Europe: France, Germany, Italy, Russia, Spain, Turkey, United Kingdom --North America: United States, Mexico --South America: Argentina, Brazil

2024-03-22T16:21:57-04:00Sunday, July 7, 2019|
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Retaliation in the Workplace: Defining, Responding To, and Preventing Retaliation

Retaliation in the workplace is detrimental to a healthy work environment. Most companies recognize this and take steps to address this issue. Although retaliation is defined in a number of ways, two basic elements are always present: an issue is raised, and the person who raised it suffers as a result. The suffering can be overt or subtle and can be triggered by management or peers. Companies striving for excellence seek to curb retaliation. Curbing retaliation in the workplace can be accomplished by raising awareness of retaliation; responding consistently and effectively to reports of retaliation; monitoring allegations of retaliation; and taking steps to actively prevent retaliation. Best practices in an effective anti-retaliation program include creating an environment where individuals are valued and encouraged to speak up and where criticism for doing so is not tolerated.

2024-03-21T00:47:20-04:00Tuesday, June 4, 2019|
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Global Differences in Employees Views of E&C Program Maturity

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. 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.

2024-03-21T00:49:43-04:00Monday, April 22, 2019|
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Retaliation in the Workplace

Retaliation in the workplace is detrimental to a healthy work environment. Most companies recognize this and take steps to address this issue. Although retaliation is defined in a number of ways, two basic elements are always present: an issue is raised, and the person who raised it suffers as a result. The suffering can be overt or subtle and can be triggered by management or peers. Companies striving for excellence seek to curb retaliation. Curbing retaliation in the workplace can be accomplished by raising awareness of retaliation; responding consistently and effectively to reports of retaliation; monitoring allegations of retaliation; and taking steps to actively prevent retaliation. Best practices in an effective anti-retaliation program include creating an environment where individuals are valued and encouraged to speak up and where criticism for doing so is not tolerated.

2024-04-09T17:17:39-04:00Monday, April 22, 2019|
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Did That Just Happen

What was unimaginable a year ago has occurred: a group of employees actually took to the streets in 10 cities around the country, protesting that their company has not done enough to combat sexual harassment in the workplace. Leadership, they said, should provide stronger policies, more training for managers, a

2024-03-26T00:30:05-04:00Thursday, September 20, 2018|Corporate Culture|
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Bad Actors and #MeToo

As you’ve no doubt read in the headlines this past week, the ousting of Chief Executive Officer Leslie Moonves is yet another example in the long list of high-profile executives reportedly using power, authority and intimidation to commit unsavory and egregious acts against their employees.  According to a recent Forbes

2024-03-26T00:30:32-04:00Thursday, September 13, 2018|Respectful Workplace|
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