Summary: <a href="https://www.complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200.jpg"></a>By <a href="mailto:adam.turteltaub@corporatecompliance.org">Adam Turteltaub</a><br> <br> For the cynical, business ethics, itself, is a myth. For those of us in the profession, we know it is not.<br> <br> Still, that doesn’t mean that certain urban myths don’t arise. <a href="mailto:matej.drascek@gmail.com.">Matej Drascek</a> (<a href="https://www.linkedin.com/in/matej-dra%C5%A1%C4%8Dek-phd-08128153">LinkedIn</a>), in this provocative podcast, and in an <a href="https://compliancecosmos.org/urban-myths-business-ethics">article</a> from <a href="https://www.corporatecompliance.org/publications/cep-magazine">Compliance and Ethics Professional</a>® (CEP) magazine, argues that there are, in fact, a number of them. They are:<br> <br> * Myth 1: The code of conduct supports ethical behavior.<br> * Myth 2: The compliance program helps the organization become more ethical.<br> * Myth 3: Whistleblowing tools reduce the risk of unethical behavior.<br> * Myth 4: More training in ethics is better.<br> * Myth 5: Individual “unethical” characters can be curbed with the right controls.<br> * Myth 6: Goals related to ethics or compliance help people behave more ethically.<br> <br> Sound more like truths than myths? As you will hear, his comments are more warnings about the complacency traps that can arise. For example, we may think a code of conduct is helpful, but if it’s read once and then forgotten, it’s not. Or, just because there’s a whistleblower line doesn’t mean it will be used; the fear of retaliation may keep an employee from reaching out.<br> <br> Listen in to learn the subtle nuances. If you don’t, your ears will fall off. Okay, maybe that’s Myth 7.
