There is an exciting trend that is sweeping the nation, and as an ethics keynote speaker, ethics consultant and author of books on ethics, I am incredibly happy with the developments. I will repeat my question from above because it is so important: Is a company’s ethics important in recruiting? The simple answer is: you bet it is.
The so-called Great Resignation
Back in November 2021, Liz Elting writing for Forbes magazine on the Great Resignation stated: “Employers must compete for workers because there are far more open slots than job applicants, and workers are smart enough to recognize that. Yes, they’re voting with their feet in favor of more flexible work hours, continued availability of remote work, higher wages, and better treatment.”
The “better treatment” part has turned out to be more specific and much more important than first believed. To begin the dissection of the issue, numerous surveys have found those who walked away were feeling under-appreciated, un-recognized and had come to realize that despite all of the diversity and inclusion rhetoric of their companies, little had changed. Aren’t all of these ethical issues? You bet they are. They reflect on corporate social responsibility and the lack of business ethics.
Ethics are more important than realized
The 2022 Deloitte Global Gen Z and Millennial survey found that in addition to worries about finances and benefits (common to all generations) the two demographics were worried about several key issues with direct links to corporate social action.
“This year’s survey finds Gen Zs and millennials deeply concerned about the state of the world, and actively trying to balance the challenges of their everyday lives with their desire to drive societal change.”
Among the issues that are driving decisions to join or stay at companies include climate change, access to mental health services and the organization’s record on sexual harassment and gender issues.
Combining the information from the Deloitte survey and Forbes research, as a business ethics speaker, business ethics consultant and author, I can readily understand that the continuing “Great Resignation,” could easily be labeled “The Great Resignation Due to Ethical Inaction.”
You better believe it
We are entering a period of greater employee choice. It is long past-due and, to be honest, those executive leaders and their companies, who refuse to change with the times will be left to scramble around for quality employees. It won’t be pretty.
I might also add that as a business ethics speaker who has spent years speaking on sexual harassment, gender issues, corporate social responsibility and the need for expanded employee services, respect and accountability, this need for change must be incorporated into daily work-life. Is a company’s ethics important in recruiting? It always was, to be honest, but now it is an imperative.
Companies must establish and practice clear visions of what it expects from everyone in the organization; not only for lower-level people but for everyone. Culpability will be key. If anyone is discovered to have violated ethical policies and no action was taken, understand such violations of ethical policy will make it to social media.
To that end, absolute protection must be offered to those who report egregious behavior. However, the playing field must be leveled to anyone and extended to vendors and contract employees.
How will your company model and reinforce ethical behavior? If, for example, a board member is found to have expressed unethical or biased views, will the board member be removed as would a production line employee? If a vendor offers a bribe, will that vendor be considered for future contracts? Sexual harassment, religious intolerance and racial discrimination often extends as much from the bottom-up as from the top-down. Who will monitor such behavior? How will a prospective new employee view an ethical lapse?
Remember that nothing beats on-going, continuous training. Ethics training must be reinforced or it is not effective.
At the end of the day, the ethical record of a corporate entity will be judged by those who weigh a choice. How will your organization balance its behavior?
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