6. Definition of Ethics Competence
Behaving ethically as HR Professionals and
living our professional code in driving ethics
and values within our organisations, being
champions of ethics, integrity and honesty in
SABPP HR Competency Model (2013)
11. Getting the balance right
Accountability Responsibility Fairness Transparency
12. POSITIONING GRC IN COMPANIES:
ROLE OF MANAGERS
• E T H I C S
13. King III Chapter 1 - Ethics
14. Draft King IV™ – 3 principles
The governing body should:
1. Set the tone and lead ethically and
2. Ensure that the organisation’s ethics is
3. Ensure that the organisation is a
16. King IV™ - Role of governing body: Ethics
• Set the example and tone for an ethical culture.
• Provide clear strategic direction on the management of the organisation’s
• Ensure that ethics, values, norms are clearly articulated in codes of conduct,
and in its policies.
• Ensure that ethics policy encompasses the relationship with internal & external
stakeholders, including the conduct of organisations within the supply chain +
address ethical risk profile of organisation.
• Ensure that structures are in place to give effect to the organisation’s ethics,
values, norms, including safe reporting mechanisms & appropriate oversight &
resources for ethics management.
• Oversee that there are processes to ensure that employees, business
associates, contractors and suppliers are familiar with the organisation’s ethics
norms as set out in codes of ethics & conduct, e.g. incorporating these in
employment & supply contracts.
• Oversee that recruitment processes, promotion criteria and performance
evaluations of employees recognise adherence to ethics norms (codes,
• Disclosure of structures, processes for ethics management + monitoring.
18. Responsible corporate citizenship
Governing body should ensure that the organisation
is a responsible corporate citizen:
1. Provide strategic direction for organisation to be
a responsible corporate citizen and to respond to
economic, social, environmental outcomes of its
2. Oversee that the performance as a corporate
citizen is monitored against targets;
3. Disclosure of structures, processes, monitoring.
19. Corporate citizenship include:
• Sustainable development
• Human rights
• Impact on communities
• Protection of the natural environment
• Fair labour practices
• Fair & responsible remuneration
• Employee wellbeing & development
• Employee & public health & safety
• Compliance with legislation related to E, S, E
• Prevention, detection & response to fraud/corruption
• Economic transformation, including EE & BEE
• Fair treatment of customers
• Fair competition with industry peers
• Fair treatment of associates, suppliers, contractors
• Responsible tax policies
Source: King IV™
22. Ethics in the HR Standards
3.3.1 Position HR as a strategic partner in the risk governance structures
and processes of the organisation.
6.2.4 Ensure fair, ethical and organisational cultural practices focusing on
the achievement of performance targets in a sustainable way.
7.2.2 Deliver a fair & equitable reward system and process that is ethical,
cost effective and sustainable.
7.2.4 Ensure compliance with organisational governance principles and
practices aligned to national and relevant international governance codes
of practice and relevant legislation.
10.3.2 Ethics of interventions is observed.
11.3.7 Provide independent professional oversight, guidance and
consulting with regard to HR policy, strategy and organisational people
practices and ethical values.
National HR Management Standards (2013) SABPP.
23. Quick test: Ethical decision-making
What are my options and who would be
affected by each of these options?
Are these options legal?
Do these options meet my organisation’s
and my profession’s ethical standards?
Can a decision to take one of these options
be disclosed to my family, to the public?
(Can I tell others what I have done?)
Probably an ethical
Prof. Leon van Vuuren (Ethics Institute)
Let’s stand together
Let’s do something…
What are YOU prepared to do?
24. Biggest lesson in ethics
You can get away doing something unethical
over the short term.
But how long will it last? A day, a week, a
month, a year, a few years…
Eventually the truth comes out.
It takes years to build a good reputation and
only a moment to destroy it.
Build and maintain your ethical reputation.
25. Ethics Management Process …
Develop or revise code of ethics
Build an ethical
Report & Disclose
Reference: Ethics SA www.ethicssa.org
27. Guidelines for HR
• Ethical organisation culture
• Explicit values – make alive
• Leaders actively working against fraud,
behaving in an ethical way
• Ethics and anti-fraud orientation and training
• Recognise and reward good ethics
• Communication - publicity
• Put procedures and controls in place
• Take strong action if things go wrong
• Evaluate strengths/gaps of your system
Ethics in business is an important aspect for
board members, managers, HR, industrial
psychologists and employees. Leadership
plays a key role.
We need to infuse ethics into our mindset and
behaviours as individuals, teams and
organisations. I invite HR & IP to become
ethics champions & active citizens. I am proud
to be part of this journey with SIOPSA &