HR role in preventing corruption in the workplace
Posted by: Pesync Team
Corruption in a civilized society is a disease like cancer, if not detected in time will lead to disastrous consequences.
What is corruption?
Corruption is a form of dishonest or unethical conduct by a person entrusted with a position of authority, often to acquire personal benefit.
In a recent article in the McKinsey Quarterly stated that organizations have become increasingly exposed in emerging and developing markets that have a reputation for corruption and corporate misbehavior. Corruption may include many types including bribery, fraud, embezzlement, and extortion.
HR role in preventing corruption in the workplace
HR should establish procedures for employees to report anonymously potentially corrupt behavior in the workplace. Training & development programs are important for anti-corruption efforts. Orienting new hires will be useful for HR to set the tone and commitment for employees to carry out their duties honestly and with integrity.
Whistle-blowing is a great mechanism to raise and escalate unethical or immoral work-related behavior. Whistle-blowing may cover the following areas:
Individual making a disclosure
The identity of the employee making an allegation will remain confidential, unless otherwise agreed with that individual, if it does not hinder or frustrate the investigation and is compatible with natural justice. However, the investigation process may at some stage need to reveal the source of the information, and the individual making the disclosure may at that stage need to provide an attributable statement as part of the evidence to be presented.
Named Individual
During the course of any investigation, the company will, as far as is reasonably possible without prejudicing that investigation, try to maintain confidentiality regarding the names of any person/people named in an allegation.
Anonymous Allegations
Employees are normally expected to put their name in any disclosures or allegations they make. Concerns expressed anonymously will not normally be addressed. However, at its discretion of the company may decide to do so after taking into account:
Untrue Allegations
If an employee makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes untrue allegations, disciplinary action will be taken against that individual.
Committee Panel
The Committee Panel will be composed of legal, compliance, and HR who are appointed by the Chief Executive Officer (CEO). The members will oversee and determine the outcome & actions to be taken in each corruption case.
What is corruption?
Corruption is a form of dishonest or unethical conduct by a person entrusted with a position of authority, often to acquire personal benefit.
In a recent article in the McKinsey Quarterly stated that organizations have become increasingly exposed in emerging and developing markets that have a reputation for corruption and corporate misbehavior. Corruption may include many types including bribery, fraud, embezzlement, and extortion.
HR role in preventing corruption in the workplace
HR should establish procedures for employees to report anonymously potentially corrupt behavior in the workplace. Training & development programs are important for anti-corruption efforts. Orienting new hires will be useful for HR to set the tone and commitment for employees to carry out their duties honestly and with integrity.
Whistle-blowing is a great mechanism to raise and escalate unethical or immoral work-related behavior. Whistle-blowing may cover the following areas:
- Financial corruption or impropriety or fraud;
- Dangers to health and safety of employees or customers;
- Criminal activity;
- Academic or professional corruption;
- Procedures and systems corruption;
- Improper conduct or unethical behavior; and
- Attempts to conceal any of the above
Individual making a disclosure
The identity of the employee making an allegation will remain confidential, unless otherwise agreed with that individual, if it does not hinder or frustrate the investigation and is compatible with natural justice. However, the investigation process may at some stage need to reveal the source of the information, and the individual making the disclosure may at that stage need to provide an attributable statement as part of the evidence to be presented.
Named Individual
During the course of any investigation, the company will, as far as is reasonably possible without prejudicing that investigation, try to maintain confidentiality regarding the names of any person/people named in an allegation.
Anonymous Allegations
Employees are normally expected to put their name in any disclosures or allegations they make. Concerns expressed anonymously will not normally be addressed. However, at its discretion of the company may decide to do so after taking into account:
- The seriousness of the issues raised
- The credibility of any allegations
- The likelihood of being able to substantiate the allegation through attributable sources
Untrue Allegations
If an employee makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information. If, however, an individual makes untrue allegations, disciplinary action will be taken against that individual.
Committee Panel
The Committee Panel will be composed of legal, compliance, and HR who are appointed by the Chief Executive Officer (CEO). The members will oversee and determine the outcome & actions to be taken in each corruption case.