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LRN shared best practices in code of conduct design and implementation and employee feedback on the use and preferred engagement with their company code of conduct based on a worldwide survey. Survey results are reported by region with the US representing nearly one-quarter of ~8,500 survey participants across diverse industries, position levels, generations, genders, and work arrangements (in-office, hybrid, remote).

Among the key takeaways:

• Gen Z employees are much more likely than Boomers and GenX to say it is okay to break the rules if needed to get the job done (29% vs. 12% and 17%, respectively)
• Less than 70% of front line employees believe leaders in their organization adhere to the code of conduct vs. 90% of executive/senior leadership that believes this is the case
• Employees more commonly prefer accessing and using their code in a traditional PDF format as opposed to more “advanced” communications tools such as web-based codes, reading the code on their phones, or asking a chatbot for help.
• Based on numerous measures of engagement, employees in hybrid work arrangements engage with codes of conduct more—and more effectively—than remote or in-office employees.

Codes are evaluated against LRN’s eight key dimensions of code effectiveness (page 28), which are illustrated by example toward the end of the report.

See “Paradox: Gen Z Employees More Likely to Bend Rules—and to Consult Codes of Conduct” (Law.com) and additional resources on our Compliance & Ethics page. 

                This post first appeared in the weekly Society Alert!