At its core, ethics revolves around doing what’s right and morally sound, doesn’t it? EDI—equity, diversity, and inclusion—is all about fostering fairness, inclusion, and a genuine sense of equity for everyone.

Sometimes, it feels like these two concepts are clashing with one another.

The Law, Morality, Culture and Environment

Ethics are the moral principles by which individuals and society make decisions, influenced by religion, culture, and philosophy.

https://www.dictionary.com/browse/ethics

It involves moral behaviour, distinguishing between right and wrong, often surpassing the minimum requirements set by rules and regulations.

While laws and rules provide a baseline for acceptable behaviour, they may not always encompass what is ethical.

Here are a couple of scenarios to illustrate this:

• Lawful but Unethical: Certain actions may be legal but still considered unethical. For example, a company might legally avoid taxes through loopholes, but this could be seen as unethical because it deprives society of resources.
• Acceptable but Unjust: Some behaviours might be socially acceptable but still unethical. For instance, using aggressive sales tactics might be accepted in the business world, yet it can be unethical if it manipulates or deceives customers.

These examples highlight the complex relationship between legality, social acceptance, and ethics. Striving for ethical behaviour often means going beyond what is merely required or accepted, aiming instead for what is morally right.

In the UK, ethical conduct in the workplace is primarily governed by organisational codes of conduct and ethical guidelines rather than specific laws. Organisations, especially those with a reputation to uphold, typically have an ethics policy that governs their association with individuals and their brand.

The effectiveness and ambition of these policies can vary.

Points of Reference

I have two questions for you:

• Does your employer or industry organisation have a code of ethics or guidance on ethical behaviour?
• Do you know what it says?

I’ve been diving back into some of the ethical guidelines and advice from the professional organisations I’m connected with, whether through my qualifications or industry interactions. The Engineering Council and the Royal Academy of Engineering’s joint statement of ethical principles for all engineering disciplines outlines four cornerstones:

1. Honesty and Integrity.
2. Respect for life, law, the environment and public good.
3. Accuracy and rigour.
4. Leadership and communication, specifically encompassing equality, diversity and inclusion.

The Chartered Institution of Water and Environmental Management (CIWEM) sets out a comprehensive code of (professional) ethics for its members whilst the Institution of Civil Engineers (ICE) offers advice on professional conduct.

“..The duty upon members of the ICE to behave ethically is, in effect, the duty to behave honourably” –advice-on-ethical-conduct-ice-ethics-committee-november-2023.pdf

Customs and Culture

Our environment, societal customs and cultures often normalise and reinforce behaviours and practices. For instance, historical norms around gender, race, and class have led to systemic inequalities that persist today.

Many practices we now view as unethical and unlawful, like slavery, child labour, and denying women the vote, were once accepted without question. They thrived because society said they were, even though they were deeply unjust.

Just because something is widely accepted doesn’t mean it’s ethical. Real progress means challenging those norms and pushing for a fairer understanding of right and wrong.

That’s why it’s crucial to keep re-evaluating our ethics and the norms we live by.

Expanding the Role of Ethics

Our communities today are diverse, complex and can sometimes feel divided with often opposing views on what is considered acceptable, what is considered right.

So who gets the final say on what is right or wrong?

Remember people make decisions, not organisations!

Is doing the right thing only a concern when the majority is put out by the perceived wrongdoing?

Take freedom of speech, for example. Is it right to use it to strip others of their own freedoms?

Our understanding of what’s right or wrong is shaped by our lived experiences, biases, and sometimes even propaganda.

We’re living in a society of ‘otherness’ and bombarded by information tailored to reinforce a specific types of messaging.

Sure, our laws provide a framework to govern our communities and country, but let’s be honest, how many of us truly grasp every law of the land?

This leaves us in a strange middle ground—something might feel wrong, yet it’s not clear if it’s also unethical.

You see it happening but what happens next.

Do you?

1. Nothing, it is just how it is.
2. Speak up, totally unacceptable and wrong.
3. Wrong, but don’t want to rock the boat (and stay quiet).
4. Just keep your head down. Hopefully, they’ll leave you be, or you might just quietly leave.
5. Mind your own business. It’s for someone else to do something about it.

Self-preservation and the belief that nothing will change are also a key factors.

What you see as wrongdoing might actually be considered acceptable by the environment you’re in. A collective normalisation and desensitisation to certain wrongdoing.

Ethics at Work Survey

This is an international survey for employees run by the Institute of Business Ethics.

The 2024 survey findings highlighted the following trends:

• A growing awareness of ethics programme (including code of conduct, ethics policy)
• An upward trend in a willingness to speak up and satisfaction with the outcomes (after speaking up).
• Although most employees believed their employers took ethics seriously high levels of misconduct remained.
• Of those reporting misconduct, 20% reported being aware of sexual harassment and 13% of bribery or corruption.
• 34% of those who did not speak up did so because they believed nothing would happen or did not want to jeopardize their job.

Ethics at Work: 2024 international survey of employees | Institute of Business Ethics – IBE

Ethics and Accountability

Advocating for not only higher ethical standards but also accountability within organisations is a crucial step towards fostering a more just and equitable society.

1. Raise Awareness: Educate colleagues and stakeholders about the importance of high ethical standards. Highlight how these standards can benefit the organisation, such as enhancing reputation, building trust, and fostering a positive work environment.
2. Promote Regular Reviews: Encourage your organisation to regularly review its ethics policies through an EDI lens. This can help identify and address any biases or gaps, ensuring that the policies promote fairness and inclusion.
3. Lead by Example: Demonstrate ethical behaviour in your own actions. By setting a personal example, you can inspire others to follow suit. This includes being transparent, honest, and respectful in all interactions.
4. Engage Stakeholders: Involve a diverse group of stakeholders in the development and review of ethics policies. This can provide a broader perspective and help ensure that the policies are comprehensive and inclusive.
5. Advocate for Training: Support the implementation of regular ethics and EDI training for all employees. This can help build a shared understanding of ethical principles and the importance of diversity and inclusion.
6. Create Safe Channels for Reporting: Ensure there are safe and confidential channels for reporting unethical behaviour. Employees should feel empowered to speak up without fear of retaliation.
7. Celebrate Ethical Behaviour: Recognise and reward ethical behaviour within the organisation. This can reinforce the importance of high ethical standards and encourage others to act ethically.
8. Collaborate with External Bodies: Work with external organisations, such as ethics committees or industry groups, to stay informed about best practices and emerging trends in ethics and EDI.

By critically examining and updating their ethics policies, organisations can play a pivotal role in challenging and changing societal norms. It’s essential to scrutinise workplace cultures to identify if normalised behaviours are undermining the effective implementation of these policies.

A call to action

We need a more proactive approach to ethics in our workplaces.

1. Applying an EDI lens to ethics policies and setting KPI targets can encourage the integration of ethical practices into everyday work life.
2. Applying the carnary test, check your workplace customs and culture.
3. We should reflect on how much we value ethics and whether sacrificing them for profit is worth it.

By critically examining and updating their ethics policies, organisations can play a pivotal role in challenging and changing societal norms. It’s essential to scrutinise workplace cultures to identify if normalised behaviours are undermining the effective implementation of these policies. Applying an EDI lens to ethics policies and setting KPI targets can encourage the integration of ethical practices into everyday work life.

Thank you for reading and please come back soon.