2018 Global Business Ethics Survey™

Content provided by the Ethics Research Center (ERC), the research arm of ECI.

Since 1994, the Ethics & Compliance Initiative (ECI) has conducted a longitudinal, cross-sectional study of workplace conduct, from the employee’s perspective. Now in its eleventh iteration, the data from the Global Business Ethics Survey (GBES) provides the global benchmark on the state of ethics & compliance in business.

Conduct in US workplaces continues to shift. Based on historic findings and current indications, ECI suggests that leaders brace for employee conduct to worsen in the days ahead.

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Interested in global trends?  Check out the interactive maps below from our GBES study of 18 countries:

2018 Global Benchmark on Workplace Ethics

The State of Ethics & Compliance In The Workplace

Reporting of suspected wrongdoing in organizations nationally has reached a historic high, while rates of retaliation for reporting of suspected wrongdoing have doubled in the last two years, according to the Ethics & Compliance Initiative's (ECI) Global Business Ethics Survey (GBES). DOWNLOAD THE REPORT.

The Good News

Rates of observed misconduct are on the decline, coming close to historic lows. Reporting of suspected wrongdoing has reached an historic high.

The Bad News

More employees feel pressure to cut corners than ever before, and rates of retaliation for reporting wrongdoing have doubled in the past two years. Pressure and retaliation are the two metrics most closely associated with trouble ahead.

The Worst News

Little progress has been made across the country to implement the most important strategy for mitigating wrongdoing. Misconduct drops substantially when organizations have strong cultures in place, yet the number of organizations with strong cultures has not changed.

So What?

After nearly a quarter of a century studying employee perspectives of ethics in the workplace, ECI has proven that if companies do not take the steps that improve their workplace cultures, conduct among employees will decline. In light of the worsening of two key indicators (pressure and retaliation), along with the status quo of organizational culture, trouble may be ahead.

Support Future Research

ECI’s research is only possible because of contributions from generous donors from the public and private sectors. For more information about how to contribute and help keep this vital research initiative alive, email Holli Redekop at holli@ethics.org, or call 571-480-4416.

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