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Details and Implementation Plan of a Code of Ethics for a Proposed

Lunar Colony

By Oleg Nekrassovski

Table of Contents

Introduction ..........................................................................................................p. 2

Rationale for the Design of This Code of Ethics...………………………..…………p. 2

The Colony’s Code of Ethics…………………………………………………………..p. 3

Code of Values …………………………………………………………………p. 3

Code of Conduct ……………………………………………………………….p. 5

Implementation Plan …………………………………………………..……………....p. 7

Launching the Code …………………………………………………………...p. 8

Enforcing the Code …………………………………………………………….p. 8

Evaluating the Code …………………………………………………………...p. 9

Assuring Implementation Success …………………………………………...p. 9

References …………………………………………………………………………...…p. 11

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Introduction

The present paper will present the details and the implementation plan for a code

of ethics for a possible lunar colony, named Selenex. Selenex will be treated as a

subsidiary, non-profit organization of the Earth-based, space research and

development, non-profit organization. The purpose or mission of Selenex will be to

explore the feasibility of long-term human survival, natural resource extraction, and ‘on

the spot’ human-controlled and/or carried out construction and manufacturing on the

Moon. While its vision will be (1) to see how many people will be able to continuously

live and work on the Moon, for up to ten years, without starting to develop any serious

physical/mental health problems; (2) to develop a sustainable, economical lunar farm,

within ten years, which would be able to feed up to 100 people; and (3) to develop a

successful, economical process for manufacturing space-worthy rockets, from Moon’s

natural resources, within ten years.

Rationale for the Design of This Code of Ethics

The underlying core principle or objective, of Selenex’s Code of Ethics, is the

optimization of the physical/mental health and task performance of Selenex’s

employees. Given the harsh environment of the Moon, and hence, the necessarily small

size of the colony, the working and living quarters will likely be cramped, while the

amount of food, medical supplies, exercise equipment and all other resources will be

limited (National Aeronautics and Space Administration [NASA], 2015). Also, given that

a Moon-Earth trip takes around 5 days, while the objective of Selenex is the long-term,

self-sufficient, human survival and productive industrial activity on the Moon; the

members of the colony (i.e. the employees of Selenex) will have to be able to reduce

the chances of any medical situations, from trivial to catastrophic, taking place, while

being able to effectively deal with them if they do occur, and being able to effectively

perform their jobs in spite of minor physical/mental health issues (NASA, 2015).

Even though the gravitational pull on the surface of the Moon is 1/6 that of Earth,

it might still have a multitude of detrimental effects on the physical health of the

colonists, analogous to those experienced from prolonged weightlessness. Moreover,

even though the living quarters of the colony will most likely be shielded from space

radiation; some amount of exposure to powerful space radiation will likely be required

from the colonists; further increasing risks of various health problems (NASA, 2015). In

addition, lack of privacy, isolation from family, friends, and the familiar environment of

the Earth, and shortened, lower quality sleep that often occurs during life in space, will

put further strain on the physical and mental health of Selenex’s employees, as well

their ability to carry out their jobs. For example, these conditions are known to increase

the risks of interpersonal conflict, poor workgroup cohesion, and depression and/or

anxiety (NASA, 2015).

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The Colony’s Code of Ethics

Selenex’s Code of Ethics is divided into two parts: the Code of Values and the

Code of Conduct. According to Johnson (2015), creating an ethical climate within an

organization requires core ideology, codes of ethics, and ethics training. The key

component of core ideology is the core values of the organization. Hence, Selenex’s

Code of Values describes its core values. While, its Code of Conduct is what Johnson

(2015) refers to as a code of ethics.

Code of Values

Empathy

We will practice empathy towards each other.

It is essential for group members to have empathy towards each other whenever

the survival of the group is a challenge, as is the case for a human colony on the

Moon. Developing high capacity for empathy requires its constant practice. After

all, virtue ethics emphasizes the importance of systematically practicing virtuous

acts in order that they turn into a habit and become an integral part of one’s

moral character (Athanassoulis, n.d.).

Taking care

We will always take care of each other.

It is essential for group members to always take care of each other whenever the

survival of the group is a challenge, as is the case for a human colony on the

Moon. In fact, aside from increasing the chances of physical survival of all group

members, the practice of mutual help improves psychological well-being and

resilience of the people involved, if only by increasing their sense of

empowerment and self-worth (Hartling, 2008).

Appreciating

We will always strive to appreciate each other.

People, who have and promote good, satisfying relationships with each other,

have an easier time overcoming hardship and adversity (Hartling, 2008).

Moreover, there are strong reasons to believe that engaging in relationships

which enhance one’s sense of connection with others, as well as one’s sense of

competence and intellectual development, strengthen psychological resilience

(Hartling, 2008). While having a strong psychological resilience may be critical

whenever the survival of the group is a challenge, as is the case for a human

colony on the Moon.

Trust and respect

We will always strive to trust and respect each other.

Mutual trust and respect are also important for maintaining strong psychological

resilience, if only through enhancing the sense of empowerment, competence,

and self-worth of the people involved (Hartling, 2008). Moreover, mutual trust and

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respect are important for maintaining good unit cohesiveness, high morale, and

work-efficiency.

Teamwork

We will work in teams whenever possible.

Teamwork acts as a force multiplier by allowing people who may be weakened

by illness or stress to do things neither one of them would be able to do alone.

Also, teamwork reduces the possibility of accidents and enables rapid response,

in those cases when the accidents do occur.

Collaborating, communicating and being accountable

We will always strive to collaborate, communicate and be accountable.

Collaboration leads to more effective and more creative solutions to problems.

While, communication reduces the incidence of accidents and increases the

quality of work. Finally, accountability enforces communication and other

behaviors critical for reducing accidents and increasing the quality of work.

Quality

We will always do our best in ensuring quality in everything we do.

Failure to ensure quality can lead to accidents anywhere and with anything in the

colony. It can also lead to failure to achieve work-related objectives, and

inadequate treatment of health problems. Finally, all in all, failure to ensure

quality in everything done on the colony can lead to low morale.

Evidence-based

We will always strive to make only evidence-based decisions.

Evidence-based practice, while still rooted in medicine, can be applied in any

endeavour. Thus, following the medical model, evidence-based practice, in

Selenex, will involve integrating individual expertise and experience with the best

available external evidence from systematic research (Sackett, Rosenberg, Gray,

Haynes, & Richardson, 1996), so as to achieve best possible outcomes in all

endeavours.

Ethics

We shall always strive to behave ethically.

In order to behave ethically, it is important to view ethics as something important.

Thus, in line with the views of Singhapakdi, Kraft, Vitell, and Rallapalli (1995), in

order to behave more ethically and be more considerate of the whole colony, all

employees must keep in mind that being ethical and considerate of the whole

colony is important and beneficial to the achievement of all organizational goals.

Best

We shall always give our best.

It is important for all employees of Selenex to always strive to do everything to

the best of their ability. This will improve the chances of the long-term survival of

the colony, by reducing the risk of accidents and failures to adequately deal with

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various health issues. In addition, doing something to the best of one’s ability

requires total concentration, thus distracting from various fears and increasing

morale.

Confidence and determination

We shall always seek to display and act with absolute confidence and

determination.

First and foremost, displaying and acting with absolute confidence and

determination increases the morale of those doing so and of everyone who is

observing them. Also, practicing to display and act with absolute confidence and

determination is essential for overcoming indecisiveness and making quick but

sound decisions under stress. This ability will be especially important during

life/work in the Moon colony, where making quick but sound decisions under high

stress, will prove critical to the colony’s continued survival and feasibility.

Code of Conduct

Reporting Ethical Violations

Any employee who knows of an unlawful or unethical situation must immediately

tell whatever he/she knows or has heard about it. This can be done by contacting

the immediate supervisor, or a more senior manager, or using the ethics hotline

maintained by the parent company on Earth.

All supervisors/managers contacted about ethical violations must promptly review

all reports of unlawful or unethical conduct.

Neither Selenex, nor its parent company, will tolerate threats or acts of retaliation

against employees who report ethical violations.

Personal Conduct

If the management of Selenex or its parent company finds that the conduct of

any employee, whether during or after work hours, adversely affects their

performance, that of other employees, or Selenex’s objectives, the employee in

question will be subject to disciplinary measures, including dismissal.

Treatment of Each Other

Each employee will treat every other employee, at any time and at any place,

with respect and dignity. Harassment or abuse of any type will not be tolerated.

Each employee will strive to always wear a “happy face” to help boost everyone

else’s morale.

Intimate Relationships

To maintain discipline and avoid any conflicts of interest, all employees are

advised to avoid engaging in romantic/sexual relationships, or even close

friendships, with each other.

All romantic/sexual relationships and close friendships between supervisors and

subordinates are forbidden.

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Accountability

All employees shall be held accountable for all of their actions. Actions, that are

found to be negligent and result in harm to other employees or loss of Selenex’s

assets, will be appropriately punished.

Informational Integrity

No employee shall engage in any action that could result in conveying false or

inaccurate information to Selenex’s parent company or relevant representatives

of national governments and intergovernmental organizations from Earth.

Recording, Reporting, and Retaining Information

In order to help Selenex survive and succeed in its objectives, as well as follow

all relevant reporting and accountability laws, all employees must record and

report all information accurately and honestly.

Following All Applicable Laws

Given the economic, military and scientific value of the Moon to the nations of

Earth (United States Army, 1959), all of Selenex’s employees must comply with

all applicable laws, rules, and regulations, governing life, research, and work on

the Moon, that have been enacted by national governments and

intergovernmental organizations from Earth.

Acquiring Products from Unauthorized Sources

No employee shall acquiring products from unauthorized sources, because such

products have no assurance of being free of defects or alterations (or both), and

thus represent significant risk to its end-users, and, by extension, the survival of

the colony at large.

Protecting the Colony’s Assets

Selenex has a large variety of assets, many of which are critical to the

physical/psychological survival of its employees, and its success as an R&D

organization. Therefore, protecting all of Selenex’s assets is critical. Their loss,

theft or misuse jeopardizes the future of the colony.

Each employee is personally responsible for protecting Selenex’s property

entrusted to them and for helping to protect Selenex’s assets in general. To do

this, each employee should be alert to any situations or incidents that could lead

to the loss, misuse or theft of Selenex’s property. All employees should report all

such situations, as soon as they come to their attention, to their manager, or to

the security department of Selenex’s parent company on Earth.

Direct Requests for Information and Contacts with the Media, Analysts, Attorneys and

Others

Given the Moon’s economic, military, and scientific value to the nations of Earth

(United States Army, 1959), Selenex’s activities will likely be monitored by

journalists, consultants, attorneys and government officials from Earth. No

employee should initiate contact with these individuals or groups or respond to

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their inquiries without authorization as follows: journalists – Communications

Department of Selenex’s parent company; consultants – Analyst Relations

Department of the parent company; attorneys and government officials – parent

company’s counsel.

Dealing with Suppliers

In order to ensure that Selenex gets the best, most economical, supplies, every

employee involved in deciding among competing suppliers must weigh the facts

impartially to determine the best supplier.

Bribes and Gifts

No employee, nor any member of his/her family, may solicit or accept from a

supplier money or a gift that could influence Selenex’s business relationship with

that supplier.

Relationships with Government Employees

No employee shall give money or a gift to an official or an employee of a

governmental or intergovernmental entity from Earth, if doing so could be

reasonably construed as having any connection with Selenex’s business

relationship.

Lobbying

Any contact, with governmental or intergovernmental personnel from Earth, for

the purpose of influencing legislation or rule making is considered lobbying.

All employees must obtain the prior approval of the parent company’s counsel to

lobby or authorize anyone else to lobby on Selenex’s behalf.

Using the Company’s Time and Assets

To ensure commitment to Selenex’s objectives and prevent misuse of its assets,

no employee shall perform non-Selenex work or solicit such business, while

living/working in the colony.

Personal Financial Interests

No employee of Selenex shall have a financial interest in any organization that

Selenex does business with (e.g. a supplier), if that interest would give that

employee a conflict of interest with Selenex.

Political Contributions

To ensure commitment to Selenex’s objectives and prevent misuse of its assets,

no employee shall make any political contributions, whether financial or

otherwise, to political campaigns, organizations, or candidates on Earth, while

living/working in the colony.

Implementation Plan

An implementation plan, for an already designed Code of Ethics (see above) for

an envisioned Moon colony named Selenex, will be presented, below. This

implementation plan is aimed at preventing the violation of Selenex’s Code of Ethics.

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Launching the Code:

Brandl and Maguire (2002) recommend launching and communicating the code

to all stakeholders by sending it directly to all employees, shareholders, suppliers, and

customers. Hence, Selenex’s code of ethics will be sent directly to all of its employees,

all of the employees of the parent company who are heavily involved with Selenex, and

all of its suppliers.

Brandl and Maguire (2002) recommend implementing the code by incorporating it

into the training of new employees and the professional development workshops for the

company’s management. They also recommend including ethical categories into the

performance evaluation of all employees, and, of course, that the company’s leaders set

examples of ethical behavior, reflecting the company’s code of ethics, for all other

employees of the company. Hence, Selenex’s code of ethics will be incorporated into

the training of its new employees and the professional development workshops for its

management. In addition, ethical categories, from Selenex’s code, will be incorporated

into the performance evaluation of all employees. Finally, Selenex’s leaders shall be

tasked with always striving to set examples of ethical behavior, reflecting the company’s

code of ethics, for all other employees of Selenex.

It also important to note that, according to Brandl and Maguire (2002), more

effective ethical training programs are those that give examples of ethical problems that

the employees may actually have to deal with as part of their specific jobs. In other

words, the information presented in an ethical training is more likely to be understood

and utilized if it is specific to the job being performed. Hence, a job-specific, ethics

training program will be developed for the employees of Selenex, by the Human

Resources department of the parent company on Earth.

Enforcing the Code:

First, and foremost, Selenex’s Code of Conduct (see above) requires all

employees to report any ethical violations that they witness. In addition, all

supervisors/managers contacted about ethical violations must promptly review all

reports of unlawful or unethical conduct. Finally, there is a zero tolerance for threats or

acts of retaliation against employees who report ethical violations.

Also, Lloyd and de las Casas (2006) suggest that one way to help enforce a code

of ethics is to have a formal complaints procedure for organization’s external

stakeholders who have evidence that the organization is violating its own code of ethics.

Consequently, such a complaints procedure will be established at Selenex, with its key

stakeholders, namely its parent company and its suppliers, being informed of its details

and encouraged to use it.

In addition, Lloyd and de las Casas (2006) suggest enforcing ethical compliance

through the assessment by an independent party. To this end, at least one ethics officer

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from the parent company will be permanently embedded in Selenex as an observer of

all of its major functions and activities, and will be tasked with reporting any and all

observed ethical violations back to the parent company.

Finally, Lloyd and de las Casas (2006) suggest that ethical enforcement

mechanisms are effective only when they are backed by sanctions. To this end,

appropriate punishments will be developed for each violation of Selenex’s code of

ethics, and will be ruthlessly carried out in all cases.

Evaluating the Code:

Brandl and Maguire (2002) recommend evaluating a code of ethics using a focus

group, consisting of people from a cross-section of the organization, both external and

internal. Hence, Selenex’s code of ethics will be periodically evaluated for effectiveness

(and revised as necessary) using a focus group, which will consist of a cross-section of

Selenex’s employees, the employees of the parent company who are heavily involved

with Selenex, and the relevant employees of Selenex’s major suppliers.

Assuring Implementation Success:

Muel (2008) describes seven conditions, all of which, according to him, must be

present in the organization, if its code of ethics is to be complied with. His first condition

is that the company’s code of ethics must be clearly understood by its managers and

employees. While his second condition is that the company’s leaders must set a good

example, of following the code of ethics, for all other employees. The details of how

both of these conditions will be met at Selenex have already been described under the

“Launching the Code” rubric.

Muel’s (2008) third condition is that all of the company’s employees must be

committed to the organization, its mission, and objectives. They must also identify with

the organization’s code of ethics and be committed to their work. Given that most of the

employees of Selenex will be astronauts, the prestige of engaging in R&D activities on

the Moon, and the excitement of ‘pushing the boundaries’ on the long term human

survival in space, extraterrestrial agriculture, and extraterrestrial rocket manufacturing,

there is every reason to believe that Selenex’s employees will be committed to Selenex,

its mission, and objectives, will identify with its code of ethics, and will be committed to

their work.

Muel’s (2008) fourth condition is aimed at pointing out that unrealistic

performance targets or lack of sufficient means for responsibly carrying out tasks, often

lead to the violations of the code. Consequently, the leaders of Selenex and its parent

company will be tasked with always striving to avoid setting unrealistic performance

targets for Selenex’s employees, while making sure that they have all the necessary

means for carrying out their tasks effectively and responsibly.

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Muel’s (2008) fifth condition is that all violations of the company’s code must be

easily detectable. In other words, the behavior of the employees must be transparent.

While his sixth condition is that all aspects of the code must always remain an easily

discussable topic; so as to avoid the rise of conflicting interpretations of the code, make

it easier for everyone to share any ethical dilemmas, and ensure that violators of the

code are quickly and openly challenged (Muel, 2008). Aside from the fact that Selenex’s

Code of Conduct (see above) requires all employees to report all ethical violations that

they witness; both of these conditions will be met at Selenex simply because Selenex

will be a Moon colony. After all, in their overview of studies of work/life in capsule

habitats, including those used for working and living in space, Suedfeld and Steel

(2000) note that work/life in capsule habitats increases intimacy and depth of self-

disclosure, and rumors circulate rapidly and frequently, making it difficult to keep

anything secret. Finally, Muel’s (2008) seventh condition is that the code must be

enforced. It should be clear, from an earlier discussion under the rubric “Enforcing the

Code,” that this condition will clearly be met at Selenex.

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