With more and more incidents in corporate America of illegal actions and unethical behavior happening daily, this might be a good time to take “stock”  to review your approach to ethics and ethics training.  Here’re a few ideas to get us thinking.

  1. If your code of ethics is older than three years, it needs to be reviewed, tweaked and training should follow. For example, does your code of ethics deal with social media abuses in the workplace, cyber bullying, e.,.? Are the ethics issues you dealt with three years ago the same today? If so, how effective was your training? If not, what are other topics that are issues now that did not issue three years ago and how will your training address them?
  2. If you don’t have a code of ethics, maybe that’s where you might start.
  3. Is your ethics training a “one shot” project per year or is it continual throughout the year?
  4. What are the most effective formats for your ethics training and how do you evaluate this?
  5. If you don’t have a “zero tolerance” policy, you need one now. Don’t be naïve.
  6. Have you asked your people for their insights and wisdom on training topics on ethics?
  7. Do you have a policy regarding rewarding ethical behavior and whistleblowers? If not, you are putting the validity of your ethics training program in jeopardy.
  8. Does ethics training have the same importance as compliance training as far as a budget, ongoing training, and commitment?

If the majority of your answers are “not sure”,”no,” or “doesn’t apply,” you may have a real ethical dilemma on your hands.