“Integrity is doing the right thing even when no one is watching.” – C.S. Lewis

Doing the right thing. It’s something we teach our children in school, and a lesson we hope is learned by the time young adults enter the business world. But in the world of work, where do people draw the line between right and wrong? How do we build a culture in our own organizations of doing the right thing, setting a positive example, and practicing integrity and ethical behavior?

Professor Chris MacDonald teaches ethics courses at Ryerson University’s School of Management in Toronto, Canada. He is a contributor to SHRM’s series of thought leaders in 2016’s HR Magazine, as we’ve been highlighting the past few weeks on our blog at Peoplescape. Professor MacDonald identifies four characteristics that set a culture apart as one that does the right thing. He writes, “As HR professionals know, a culture is a shared set of beliefs, practices and traditions that gives employees a sense of ‘how things are done around here.’ But what sets an ethical culture apart?”

1. A clear set of values that are embedded in the way the company gets business done. These values are repeated over and over, both in word and action.
2. Ethical issues should be open for discussion in a company where the culture is based on doing the right thing.
3. An ethical culture will prepare employees for making the right decisions with proper training.
4. A company that promotes ethical choices will empower employees to have the courage to make choices to do the right thing.

An interesting point that Mr. MacDonald makes is that every single decision the human resources department makes, and every choice or action taken by the CEO or company president is an opportunity to be an example of doing the right thing. This begins with hiring decisions, and being fair and consistent throughout the selection process. Fairness extends to promotional decisions, transfer opportunities, equity in benefits, and even disciplinary procedures and terminations.

Choosing the right individuals to be on your team, and letting go of the bad apples (even if they happen to be star performers) are both responsibilities that ultimately lie with the hiring managers and human resources team. Company culture can play such a huge role in the success of the organization that it is well worth the time spent analyzing and making necessary changes to the current organizational culture and employee dynamics within your workplace.