Ethical Practice Briefing Paper

This ethical briefing paper focuses on two major areas: (1) approaches to supporting and
maintaining ethics and professional practice and (2) promoting respect and inclusive working
underpinned by professional courage and passion for learning. Part one further evaluates how
ethical principles and professional values inform approaches to work, ways in which one can
conform consistently with relevant regulation and law within the context of ethics and
professional practice, and ways of demonstrating positive working relationships with colleagues
regarding ways in which I could clarify problems/issues, contribute their views and opinions
clearly, and work effectively as part of the team. Part two describes the meaning of ethics within
the context of work, including reference to the consequences of my actions to personal and
professional integrity; ways in which an individual can acknowledge sensitivity and respect to
others within a working context and ways in which an employee can recognize and accept their
own mistakes, and those of others, while also showing empathy.

1. Approaches to Supporting and Maintaining Ethics and Professional Practice
   1.1. The Role of Ethical Principles and Professional Values in Informing
   Approaches to Work
   Broadly, ethics or moral philosophy is a subdivision of philosophy that focuses on moral
   philosophies. Ethics stipulates ethical principles or professional values that govern behaviour and
   decisions within an organization or any other social setting. Examples of ethical principles or
   professional values include respect, integrity, honesty, responsibility, fairness, accountability,
   empathy, and conscience. Professional values and ethical principles provide the moral guide or
   compass by which organizational decisions are made, including guidelines that direct employee
   behaviour and actions (Lagan & Moran, 2015).

3
1.2. Ways to Conform Consistently with Relevant Regulation/Law Within the
Context of Ethics and Professional Practice
Conforming consistently with relevant law and regulation within the context of ethics and
professional practice requires having sound ethical guidelines and principles that align with an
organization’s values and vision. This can produce a positive working environment and mindset.
Ethical practice builds trust by applying principles and values and role-modeling ethical behavior
continuously in decision-making. For example, when a company recruits an individual, they are
given a contract of employment to sign. The employment relationship is principally based on an
agreement of contract protected by legislation/law. Once the agreement or contract has been
created, the parties (employer and employee) cannot alter it without consulting the other party.
People professionals have an integral part in ensuring that contract terms remain clear and are
not breached by the institution. People professionals also are required to act within the
boundaries of the law by keeping up-to-date knowledge of changes in law and guaranteeing that
these changes are integrated into relevant organizational procedures and policies (CIPD, 2019).
The Equality Act of 2010 and the Employment Rights Act of 1996 are two examples of
laws under which organizations must model their ethical principles, guidelines, and values. For
example, the 1996 Employment Rights Act stipulates multiple major rights for organizations to
observe. For example, for fair dismissal, the legislation sets out just/fair reasons for an
employee’s dismissal, including legal restriction, redundancy, conduct, capability, and other
justifiable reasons. At the same time, the Peoples Professional Code of Conduct accords
employees the right to make unfair dismissal claims if they feel unfairly dismissed if they have
served for more than two years.

4
1.3. Ways of Showcasing Positive Working Partnerships with Colleagues by
Clarifying Problems, Contributing Personal Viewpoints clearly, and Working
Effectively as a Team Partner
Forming positive working relationships or partnerships with colleagues can increase
creativity and innovation because it fosters the free flow of information and sharing of ideas.
Most importantly, positive working partnerships often act as the foundation of teamwork within
groups and the entire organization. Teamwork and cooperation can improve work efficiency,
employee morale, accountability, and learning opportunities. Workers can demonstrate positive
working partnerships with colleagues by clarifying problems or issues affecting them as
individuals and as a unit, communicating personal viewpoints clearly, and working effectively as
a team player. There are multiple ways through which an employee can demonstrate these three
positive working relationships (CIPD, 2019).
For example, they can leverage good listening skills to ensure issues are clarified and
understood fully. They can also check and acknowledge others’ viewpoints and opinions as a
way of appreciating what others are bringing to the table; confirm details and facts to avoid
misinformation and misrepresentations, which often lead to conflicts and bias; and avoid making
assumptions about others to reduce potential problem behaviours, negativity, and infighting.
Most importantly, individuals must demonstrate their understanding of the issues to others. It is
important to note that a large part of positive partnership and teamwork between employees
stems from listening to one another and ensuring that all members feel respected, appreciated,
acknowledged, and heard. Prioritizing listening allows employees to learn quickly, identify
communication gaps, and build trust and better relationships (Lagan & Moran, 2015).

5

Secondly, workers can foster good working relationships by contributing when
appropriate in a calm, concise, and straightforward manner; using supportive details and facts to
back their arguments and propositions; ensuring others comprehend their views entirely to avoid
confusion; explaining antecedents of confusion within the team; and accepting differing opinions
and worldviews as pieces of information, rather than challenges and criticisms. All these aspects
can foster team collaboration and positive partnerships in different ways. For example,
supporting details and facts allow an individual to inform, share, and present arguments
objectively and logically. Facts bring context and meaning, offer confidence and guidance, and
uproot any elements of suspicion, doubts, and mistrust. Ultimately, this can build trust and
confidence among teammates. Also, accepting differing worldviews, perspectives, and opinions
can foster positive relationships because it promotes diversity and inclusivity. Looking at
arguments from others’ perspectives can assist individuals to comprehend issues from others’
viewpoints, experiences, beliefs, and positions. This gives people greater empathy and better
understanding, eventually lowering conflict, judgment, and bias (CIPD, 2019).
Finally, encouraging a positive working environment can be done by instituting synergy,
an idea that the ‘whole’ is better and more significant than the constituent elements; creating
space that supports and appreciates constructive challenges, which allows workers to ask
pressing questions without fearing repression or reproach; and implementing various models of
teamwork and team development, such as Bruce Tuckman’s five stages of team building,
including forming, storming, norming, performing, and adjourning. Leaders or individuals can
also build positive workspaces by valuing and respecting differences arising from the unique
individual personalities, characteristics, values, and backgrounds, including how these
differences benefit the group.

6

2. Promoting Respect and Inclusive Working Underpinned by Professional Courage

and Passion for Learning

2.1. The Meaning of Ethics Within the Context of Work and the Consequences of
My Actions to Personal and Professional Integrity
Ethics refers to a branch of philosophy that centres on applying moral principles and
professional values in social settings. In the context of work, ethics means applying principles of
professional ethics, corporate social responsibility (CSR) and sustainability, corporate
governance, and professional codes and values. As an employee, acting ethically means
following professional values and ethical codes stipulated by the law in ensuring justice, equity,
accountability, respect, integrity, and fair decision-making or treatment of others in the
workplace. It can also mean making outcomes-driven, evidence-based, and principles-led
decisions in all areas of professional practice, whether the decisions have long-term or short-term
implications or whether they relate to major or minor issues (CIPD, n.d.).
Failing to act ethically and professionally can pose significant consequences to my
personal and professional integrity. Unethical behaviour like corruption, discrimination and
harassment, theft, lying, and violating professional and organizational ethical behaviours can
destroy the trust people have in me as a ‘person’ and as a professional capable of upholding
professional, ethical conduct and values like honesty, dependability, honour, and respect.
Ultimately, this can lead to financial losses and fines, a decline in productivity and team morale,
and the company damaging its credibility and reputation.
2.2. Ways to Acknowledge Sensitivity and Respect to Others Within a Working
Context

7
Building trust, collaboration, and meaningful relationships and partnerships need more
than effective communication and listening skills. It also requires acknowledging sensitivity and
respect for others within the working space. Leveraging emotional intelligence is one way an
employee can recognize sensitivity and respect for others. Emotional intelligence is the ability to
acknowledge, apply, and control “own” emotions positively to empathize with others,
communicate effectively, defuse conflict, and overcome challenges. Emotional intelligence
exists in four major domains: relationship management, social awareness, self-management, and
self-awareness. Each can assist leaders in acknowledging their “own” feelings and emotions and
those of others within a working setup. This understanding often serves as the antecedent of
respecting and accommodating the feelings and emotions of others. Emotional intelligence can
assist people in facing conflicts and crises logically and with less reactivity. Individuals can also
leverage effective communication to effectively and accurately relay intended messages to others
properly using the correct channels.

References

CIPD. (2019). Ethics at work: An employer’s guide. London: Chartered Institute of Personnel
and Development. https://www.cipd.co.uk/knowledge/culture/ethics/ethics-work-
guide#gref
CIPD. (n.d.). The profession map. https://peopleprofession.cipd.org/profession-map
Lagan, A., & Moran, B. (2015). Three-dimensional ethics: Implementing workplace values.
Routledge.