The Uncomfortable, Necessary Role of HR in Shaping Ethical Cultures

As HR Directors and Chief People Officers, we play a crucial role in modelling and championing ethical behaviour. It's our responsibility to address unacceptable practices head-on.

Is it uncomfortable? Oh yes! But it has to be done if we truly want to impact our organisational cultures.

Why is this so important?

1. Setting the Tone: Ethical leadership from the top sets the standard for the entire organisation. When we commit to ethics, we foster a culture of integrity and trust.
2. Building Trust: Consistently addressing unethical behaviour reinforces that we are serious about driving a positive and safe workplace culture. This builds credibility for HR and the organisation as a whole.
3. Mitigating Risks: Proactively addressing issues helps mitigate legal, financial, and reputational risks, ensuring a healthier workplace.

How can we do this effectively?

• Clear Policies: Develop and enforce comprehensive, accessible policies on acceptable behaviour, and update them regularly.
• Training and Awareness: Implement regular training programs to educate managers and employees about challenging behaviours using real-world scenarios.
• Reporting Mechanisms: Establish and promote confidential channels for reporting unethical behaviour, ensuring employees feel safe and supported.
• A Support Network: Ensure you have a support network as you can’t do this on your own.
• Be Courageous: Too many people are worried about the backlash they will face if they choose to address issues or speak up. If you won't commit to being courageous, then you should consider exploring other role options.