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Why doing the right thing mAtters

By Lisa Picotte-Li

Expectations and trust have changed. Stakeholders, shareholders, 2. transform compliance into integrity.
regulators and customers now expect organizations and their leaders Although a strategy for legal compliance
is without a doubt an important objec-
to not only comply with the law but also embrace standards of conduct tive, there is opportunity in its imple-
that exceed even the spirit of the law. The external requirements to mentation and maintenance to set the
comply are still there, but a culture of integrity has become critical to values of the organization as its frame of
reference. Integrated internal channels of
being able to achieve sustainable growth aligned with the values and reporting and proactive management can
purpose of a business. protect an organization early on, even be-
fore a problem surfaces.

culture of integrity means more than and safety requirements. Establishing le- 3. engage and empower.
avoiding illegal practice. It means do- gal compliance as a measure of integrity The values of an organization might
A ing the right thing because it is the is a starting point. A culture of integrity is evolve, grow and change, but the way in
right thing to do and ensuring the people the next step. which an organization conducts itself
of the organization are more likely to A culture of integrity gives meaning should refect its culture of integrity. In-
make decisions that genuinely refect the to an organization’s values and creates an house counsel are in the unique position
values of the business. A culture of integ- environment of accountability. A culture of shifting the question from “Is this le-
rity inspires confdence and respect, pro- of integrity enables responsible behav- gal?” to “Is this right?” They also provide
motes trust within the organization, and iour that goes to the core of an organi- their organizations with the tools to ask
instills a sense of responsibility that is core zation’s purpose. It is what the organiza- appropriate questions. Training, educa-
to its philosophy. tion stands for when the convenience and tion and development of best practices
As more business leaders become marginal costs of doing something wrong can go a long way to fostering an environ-
aware of the importance of organiza- seem remarkably low. ment of positive behaviour.
tional integrity, lawyers are frequently In-house counsel have the opportunity Integrity is essential to achieving sustain-
asked to develop corporate compliance to shape and design strategies for creating able growth. Changes in culture take time,
programs to identify and prevent viola- a culture of integrity so that it becomes but a culture of integrity attracts and retains
tions of regulatory requirements. These ingrained into the fabric of the organi- talent, engages stakeholders and employees,
programs generally focus on increasing zation. From compliance to governance reduces risks and tensions, and can even
responsibility of senior management, structures, in-house counsel are part of impress regulators. Exceeding the spirit of
improving communication and enforce- the cultural ecosystem. We can—and the law and raising the standard of what it
ment of organizational policies, and should—prioritize integrity among busi- means to do the right thing benefts every-
greater oversight through audits and ness leadership: one, moving us from good to great. ❚
monitoring. Emphasis on a program of Note: The views expressed in this article are
deterrence is necessary but also presumes 1. set the tone. those of the author and not her employer.
people need the threat of discipline to do Demonstrate integrity and professional-
the right things. ism, emphasize core values, and ensure Lisa Picotte-Li is Legal Counsel
Most people have a strong moral be- there is clarity of purpose in regards to at Technical Safety BC. She
lief in the legitimacy and correctness of acceptable behaviour. It is not only the ac- advises on provincial safety
following rules. There are also many ex- tion but also the accountability and own- requirements including corpo-
amples of conduct that is legal but lacks ership of the action that drives behaviour rate and regulatory compliance.
integrity, such as labour, environmental and, ultimately, change. Reach her at Lisa.Picotte-Li@
technicalsafetybc.ca.

38 CCCa MaGazInE | SPRInG 2019 PRInTEMPS