I am still stunned at the results of the US election. I am trying to understand how lying, cheating, and bullying by a leader get rewarded, and the values of human decency do not. In this post, I will explore the reasons behind this troubling phenomenon and provide practical steps to cultivate a culture of honesty and accountability within organizations. Such behaviour would be disastrous for those working with charitable organizations, as it can undermine trust, morale, and overall effectiveness. However, despite these negative consequences, people can often overlook or tolerate such unethical behaviours in leadership, employees, volunteers and fundraising for several reasons:
1. Normalization of Behavior: When dishonesty becomes commonplace within an organization, it can create a culture where unethical behaviour is accepted or expected. Employees may rationalize that “everyone is doing it” and feel justified in their actions or inaction.
2. Fear of Repercussions: Employees and volunteers may fear retaliation or negative consequences if they report dishonesty. This fear can lead to a culture of silence, where individuals feel it is safer to ignore unethical behaviour than confront it.
3. Desire to Fit In: The need for social acceptance can drive individuals to overlook lying and cheating, especially if they believe that speaking out could alienate them from their peers or superiors.
4. Self-Interest: Some individuals may prioritize personal gain over ethical considerations. They may overlook the moral implications if cheating or lying benefits them—whether through promotions, recognition, or securing donations.
5. Inadequate Enforcement of Policies: Employees and volunteers may feel that unethical behaviour is tolerated if an organization consistently fails to enforce its ethical guidelines. A lack of accountability can encourage individuals to act dishonestly.
6. Ambiguous Ethical Standards: When guidelines about acceptable behaviour are unclear or not widely communicated, employees and volunteers may need clarification about the boundaries of ethical conduct, leading to unintentional complicity in dishonest actions.
7. Emphasis on Results Over Processes: Organizations that prioritize fundraising outcomes can inadvertently encourage unethical behaviours. If achieving performance targets is prioritized above integrity, employees and volunteers may resort to dishonest practices to meet expectations.
Addressing Lying and Cheating in Organizations
Organizations must foster a culture of integrity and accountability to address and combat lying and cheating effectively. Here are several strategies that can help:
1. Establish Clear Ethical Guidelines: Develop comprehensive codes of conduct that clearly outline expected behaviours and consequences for dishonest actions. Professional fundraisers follow a Code of Ethical Standards. Ensure these guidelines are widely communicated and accessible to all employees.
2. Promote a Culture of Transparency: Encourage open communication and transparency at all levels. Creating an environment where employees and volunteers feel safe discussing concerns or reporting unethical behaviour can help prevent and address issues before they escalate.
3. Lead by Example: Leadership should model ethical behaviour in its decisions and actions. When leaders demonstrate integrity and hold themselves accountable, they set a strong precedent for the rest of the organization.
4. Implement a Confidential Reporting System: Establish mechanisms for confidentially reporting unethical behaviour and protecting those who come forward from retaliation. This type of reporting helps create a safety net for employees and volunteers who remain silent.
5. Foster Open Dialogue: Encourage discussions about ethics and integrity within the organization. Regular workshops, training, or team meetings create opportunities to address ethical dilemmas and reinforce shared values.
6. Recognize and Reward Ethical Behaviour: Create incentives for employees and volunteers who exemplify integrity. Recognizing and rewarding ethical behaviour reinforces the organization’s importance of honesty and accountability.
