Code of ethics

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Code of Ethics

ESCA EM’s code of ethics contains important rules of conduct, it is the set of values, and principles that the various actors must respect to establish the order, guarantee the best conditions of teaching and work and avoid any ethical issues within the school.

ESCA’s code of ethics is divided into three parts:

The presidential address

The ethics charter it is the basics of the rules of conduct, it contains all the principles and the process to report an unwanted cat in a superficial way.

The code of conduct: It includes the ethics charter but more detailed.

The charter principles and the code of conduct contain 5 import values:

 Respect, Equity, Responsibility, Integrity, Sharing

Respect: Respect each other, it is what helps people to communicate and live peacefully in harmony. Respect people’s differences, ideas and environment.

Equity: By this principle, ESCA guarantee equal rights for all the stakeholders by avoiding discrimination.

Responsibility: It’s about the respect and commitment to the different values defined by the school.

Integrity: The protection of intellectual property right and the confidentiality of information.

Sharing: sharing ideas and knowledge.

1. ESCA/NESTLE

Nestlé is the world’s largest food and beverage company. It shares with ESCA some principles as respect, responsibility and integrity.

As we have clearly seen, ESCA has a number of principles that guarantee a good work environment. But it would be better if the school incorporates in its code other principles established by big companies such as Nestlé

It is then recommended to add Safety and health at work. Nestle is committed to prevent accidents, injuries and illness related to work, and to protect employees and contractors.

1. ESCA/…..

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7 Steps to Create an Ethics code

1. Designate a Compliance Owner

Your compliance program must have a designated owner. This owner is often called the “compliance officer” or, even better, the “compliance and integrity officer” to denote that the program is about doing the right thing, not just legal compliance. This person should be a well-qualified member of senior management with direct access to the organization’s governing body, and with reporting responsibility to the top tier of executive management.

2. Implement Written Standards and Procedures

Every organization needs a code of conduct. The code applies to all employees, and to those who do work on the organization’s behalf. The code is an important vehicle for communicating executive management’s clear commitment to organizational culture and ethics, integrity and compliance. The document should state the organization’s mission, goals, values and compliance standards—plus the requirement for appropriate staff to adhere to their professional codes of conduct. The risks that are addressed in the standards and related documents should track with the organization’s risk profile, with more attention being given to the organization’s unique high-risk topics, such as harassment, health and safety, and conflicts of interest.

3. Conduct Appropriate Training and Awareness

As part of the compliance program, organizations should require specific training on a periodic basis for all employees and other contracted staff. This is essential to communicate and reinforce values and standards, meet legal obligations and mitigate legal, reputational and operational risks. And training can help change behavior and reduce instances of wrongdoing through prevention.

The process for building an effective training and communication plan begins with the list of risk areas from a risk assessment. Determine the audiences needing education in each risk area, and the depth and frequency of training needed based their jobs and risk exposure. Then settle on education methods and establish a training calendar.

4. Develop Open Lines of Communication

Offering employees a safe way to report problems and issues is critical for a strong organizational culture. Fear of retaliation is one of the most common reasons that staff refuse to speak up about poor care or other misconduct.

Organizations should encourage open-door reporting to management. There should also be an open line of communication directly to the compliance officer and the compliance committee. Additionally, anonymous routes of reporting should be provided in areas where anonymity is permitted. This is commonly a toll-free helpline and a web-based reporting system, which complies with local data privacy laws.

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