Organisational ethics policies: A primer
Whitton, Howard (U4 Brief 2009:4)

Most people are familiar with codes of conduct. Often overlooked, however, is the important role that organisational ethics policies have not only as the backbone for such strategies but also for more general policies - such as transparent accounting and non-discriminatory human resources practices - related to the ethical performance of an organisation. This U4 Brief describes the different dimensions of ethics policies and outlines elements of good practice in developing and implementing them.

Beyond the code of conduct: Building ethical competence in public officials
Whitton, Howard (U4 Brief 2009:19)

Can Codes of Conduct set realistic ethical standards for officials? Can training in ethics and professional standards make any practical difference in the way public officials behave? Can the notions of ‘ethical competence’ and ‘ethical reliability’ help to identify new ways of thinking about ethical performance on the part of public officials?

These and related questions have been the subject of widespread research over the past two decades. Even so, in seeking to establish ethical standards and norms of professionalism, most public sector agencies today have scarcely advanced beyond the mechanism of the traditional rule-based Code of Conduct, often based on the ‘core values’ of the institution. Such rule-based Codes of Conduct generally aim to prohibit corruption and misconduct, rather than promoting ethical conduct in the exercise of public functions. This U4 Brief outlines the main issues behind these concerns, looks beyond to some of the reasons why traditional methods of managing ethical problems encountered by public officials often fail, and examines how this important deficit might be remedied.

Comment apporter une protection efficace aux personnes dénonçant des actes répréhensibles
Whitton, Howard (U4 Brief 2009:34)

La protection des dénonciateurs, c’est‑à‑dire des individus qui, dans l’intérêt public, signalent de bonne foi un acte répréhensible, est aujourd’hui largement reconnue comme étant un outil essentiel pour renforcer la responsabilisation et la lutte contre la corruption dans les secteurs public et privé.

Les employés des organisations d’aide et de tout autre organisme public devraient être encouragés, au titre de leur devoir juridique et professionnel, à signaler les actes répréhensibles ou illicites dont ils sont témoins. Pour cela, ils doivent avant tout bénéficier d’une protection contre d’éventuelles représailles. Une méthode constructive de gestion basée sur la satisfaction des intérêts organisationnels plutôt que sur de seuls critères éthiques doit donc être mise en place.

Teaching ethics in highly corrupt societies: Concerns and opportunities
Whitton, Howard (U4 Brief 2009:5)

This U4 Brief explores why a traditional approach to teaching ethics is ill-suited in highly corrupt societies, and outlines key considerations with respect to timing, content, and method when designing and implementing ethics training programmes in such contexts.

Making Whistleblower Protection Work: Elements of an Effective Approach
Whitton, Howard (U4 Brief 2008:24)

Protection of whistleblowers – individuals who make a principled public interest disclosure of wrongdoing – is now broadly accepted as an essential tool for strengthening accountability and reducing corruption in the public and private sectors.

This U4 Brief argues that aid organisations and all other public organisations should encourage staff report misconduct and corruption as part of their legal and professional duty. Protecting whistleblowers from retaliation or reprisal is a central strategy for achieving this objective. A positive management approach based on securing the organisation’s best interests, rather than ethics alone, is the key to success.