Research indicates that personal integrity is one of the best predictors of future success at work. What does integrity, or more broadly, ethical competence mean in knowledge work, and how can it be considered in self-leadership?
At Gofore, we have developed a Code of Ethics to guide how we want to operate both as a community and in relation to external stakeholders. This text is inspired not only by that guide but also by the working life that teaches us daily about being human.
1. Identify your own values
Integrity can be defined in many ways. One way is to define it as acting in accordance with one’s own values and the agreed-upon ethical principles. This leads to the first and foundational aspect of ethical competence: self-awareness. To act according to our values, we must first identify them. What is important to me in (work) life? What am I striving for? How do I spend my time? It’s worth pausing to reflect on your values at least every few years, as they may recalibrate with age and life experiences.
Code of Ethics: “Be committed to self-reflection and increasing your self-knowledge.”
2. Bring your perspective to discussions and encourage others to do the same
After identifying your values, the next step on the path of ethical competence is the courage to bring your perspective and value base into discussions. As experts, a significant part of the added value we provide can come from this courage to articulate our viewpoints. Sometimes, however, we might feel the need to conform and please by suppressing our own perspectives. In such cases, a work community that encourages openness and transparency, like we have at Gofore, can be helpful.
Code of Ethics: “Support transparent ways of working, both in managerial practices and in everyday work.”
3. Cherish the diversity of perspectives
Is the smoothness of interaction based on agreement, or could we define it as respecting different perspectives? As a recruiter, I pay attention to a person’s ability to increase understanding between people and build bridges to different mindsets. I also feel that my work gives me a unique opportunity to promote diversity by recruiting individuals who think differently.
Code of Ethics: “Embrace and promote diversity and support equality. Do that by embracing different ways of thinking, being, and behaving.”
4. Consciously weigh the ethical aspects of actions
Sometimes in our work, we may encounter situations where we do not know the most ethically sustainable way to act, or we may feel pressured to act against our values. Ethical reflection helps us better grasp these ethically challenging situations that may cause us ethical stress and a vague sense of anxiety.
In expert work, it is common to be involved in decision-making situations, either making decisions or providing advice. The ability to engage in ethical reflection can also manifest in these situations by consciously weighing different ethical aspects in decision-making: What duties guide us in this situation? What goals are we pursuing, and why? What are the consequences of different means, and who benefits?
A third example of ethical reflection is the ability to critically examine our actions. Are we ready to change our perceptions if necessary and speak openly about our mistakes?
Code of Ethics: “You are encouraged to engage in ethical reflection during every project.”
5. Adopt the role of an active influencer
Each of us plays a part in building our work community. Responsibility for the psychological safety and inclusivity of the work community cannot be delegated to team leaders, management, or HR, although their roles are also important. The work community and its atmosphere are also built from the actions we do not take and the words we leave unspoken. Every job offers varying opportunities to influence and participate in developing work practices. By adopting an active role, we utilise these opportunities.
Code of Ethics: “Take responsibility of creating a working environment that is inclusive and inviting to everyone.”
6. Dare to have difficult conversations
In my experience, this aspect of ethical competence is the most challenging. How can we move from avoiding conflicts to engaging in dialogue and learning together? I believe that conflict is a natural and inevitable part of interaction, as people have different values, perspectives, and goals. Conflict means making these visible and should not be confused with aggressiveness or malice. When was the last time you had a work-related, difficult conversation where you recognised an ethical dimension? Our ability to approach conflicts and learn from them together is built on the previously described aspects, which is why it is natural to start self-leadership by increasing self-
awareness.
Code of Ethics: “If you have a disagreement or conflict with a co-worker, you should always first seek to solve the issue in dialogue with the person in question.”
Also read the previous parts of this blog series:
- The makers of ethical digitalisation: At Gofore, ethical perspective is key in generating added value
- The makers of ethical digitalisation: A handbook of a responsible cybersecurity expert
- The makers of ethical digitalisation: Accessibility is a practical tool for improving equity in the digital world
