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Professional Ethics
For the Health and Safety Professional
June 2004ASSE Conference Las Vegas
Dr. Peter Strahlendorf B.Sc., LL.B., LL.M., S.J.D., B.E.S., CRSP
Associate ProfessorSchool of Occupational and Public HealthRyerson UniversityToronto, Canada
Pick One
1. Ethics cannot be taught. You are able to sense what is right, good and just, and are motivated to act – or you are not.
2. While people differ in their abilities, most people can improve their ethical decision-making through education and practice.
A Personal Challenge to the Science-Oriented Do we think differently when
thinking scientifically than when thinking ethically?
Can you find scientific answers to the questions “what is reasonable?”, or “what is fair”?
This is part of the “art” of OHS practice.
Professional Ethics What is a “profession”? What is “ethics”? What is “professional ethics”? Ethical theories Thinking about professional ethics Professional values Codes of Ethics
Do you agree? It is always wrong to intentionally
take an innocent life?
Do you agree? The right course of action is to weigh
the consequences of action and choose the action that leads to the greatest good for the greatest number?
Two Valid Moral Positions The first is “Kantianism” Kant: Right or wrong regardless of
consequences The second is “Utilitarianism” Utilitarianism: Right or wrong
depending on consequences Most people agree with both
positions
Dilemma
The hijacked plane with 200 people is approaching a building with 50,000 people
Vote! Will you shoot down the plane?
Dilemma You cannot subscribe to both
principles in the case. A true moral dilemma Which position has the greatest
weight in the circumstances?
Orientation
Aim to show several different ways to think through a problem in professional ethics, rather than merely describe what professionals say are their problems (sociology of ethics).
“Profession”“Ethics”
“Professional Ethics”
Profession All professions are occupations, but not all
occupations are professions Can take a broad or narrow view of what
is a “profession” A “self-regulated occupational group
capable of legally prohibiting others (including incompetent or unethical members) from practising” is a narrow view
Based Primarily on :
“Morality and the Professional Life”
Cynthia A. BrincatVictoria S. WikePrentice Hall, 2000ISBN 0-13-915729-8
Profession1. Group identity2. Shared education, training --
requirements for admission3. Special uncommon knowledge4. Knowledge used in the service of
others… positive social need5. Involves individual judgment, (some)
autonomy in decisions6. Adherence to certain values7. Penalties for substandard performance
Profession Matter of degree … there are many
“emerging professions”. Obstacle in the way of the OHS
professional is the diverse nature of practice with competing co-professionals.
Profession
You are not a professional until you are a member of a group of colleagues who have articulated a set of standards and values and can enforce them, at the very least, by exclusion from the group.
“Professionalism”
1. Skill, competency in work2. Relational element – work will be
beneficial to others
Work itself doesn’t have moral status
Execution of work has moral status
Recognizing when We’re in the Realm of Ethics
Watch the language:
Right and wrong -- Actions
Good and bad -- Motives, methods, goals
Professional Ethics Purpose… Helps professional decide
when faced with a problem that raises a moral issue
Complexity … Can be many people, with many issues involved … may be involved history to the issues … may be an issue WHO decides, not just WHAT decided.
Ethics and Morality Morality – making choices with
reasons Ethics – the study of HOW the
choices are made, ie “ethics is the study of morality”
Often use “ethics” and “morality” interchangeably
General vs Professional General Ethics – individual as member of
community, broader range of issues, “top down” principles
Professional Ethics – moral expectations specific to the occupational group, tend to focus on concrete “bottom up” cases
Morality and Ethics Professional Morality – what we do in
our occupational lives
Professional Ethics – the study of what we do in our professional lives
Ethics and Law Law – the authority is external Ethics – the authority is internal
Much of law, but not all, is based in morality
Sometimes law is unethical Much of what is ethical is
unaddressed by legal rules
Professional Ethics and Law There is a moral duty to obey the
law (with some caveats) Professional ethics covers more
issues than the law One can be unethical without
behaving illegally Rare – ethically must resist the law
Professional Ethics and Law
Be very careful not to embark in an exercise in ethical analysis when there is a clear legal rule in the situation that trumps the entire process of ethical analysis.
Professional Ethics and Law
Be very careful not to assume that there is a legal rule for every situation. Often the gaps between legal rules require one to switch to an ethical analysis.
Ethics Descriptive ethics – “What IS” Prescriptive ethics – “What OUGHT
to be”
We do not seek to study professional ethics as a sociologist would, but to assist with choices about what one ought to do.
Descriptive Ethics
2002 British study by Burgess and Mullen:
77% of hygienists had witnessed ethical misconduct by colleagues within last 5 years.
Descriptive EthicsBurgess and Mullen study. Most common
cases:1. Plagiarism2. Confidentiality of data3. Faked data4. Criticizing colleagues for gain5. Holding back, disguising data6. Destruction of data7. Not reporting incident deliberately
Descriptive EthicsPatricia Logan 2001, USA. Reported
reasons for misbehavior, hygienists:1. Economic pressure2. Transition from employee to consultant
results in compromises3. Working in foreign countries4. Lack of legal standards5. Working on contingency basis6. Decrease in job security
Descriptive to Prescriptive
Two very different ways of reasoning. Descriptive, or scientific, studies of professional ethics help us identify issues that need to be included in Code of Ethics and in educational programs. Gives us our “case studies”.
Prescriptive Ethics “What OUGHT to be” The words used are different… good-
bad, right-wrong, just-unjust Thought processes use values,
goods, virtues, rules, ethical theories, moral reasons, moral explanations, and moral decisions.
Why the Interest in Professional Ethics?1. As occupations become more
specialized, the ethical issues become more specialized
2. Professional societies have increased efforts to establish ethical codes to guide members
3. Increasing public scrutiny, lack of traditional deference
4. Regulatory oversight, public protection
Moral Reasoning
Machinery of Prescriptive Ethics
1. Rules – e.g. “always tell the truth”2. Values – e.g. Integrity
The two are intimately related.
Prescriptive Ethics Judgments should be
“universalizable” or “generalizable”
Judgments should apply to like cases and not be case-specific or subjective
“If it applies to me now, it should apply to anyone else in a similar position.”
Moral Relativism Ethical values are relative to time,
place and culture Moral beliefs are subjective and
arbitrary “It’s all a matter of personal opinion” Decisions shift easily
Moral Absolutism Ethical values completely objective Unchangeable, universal, no
exceptions Comparatively inflexible
Neither position tenable.
Objectivity
Codes of ethics require objectivity, which means that there are principles and values outside of the individual that the members of the community share and that individuals will be measured against.
Objectivity
“Thinking reasonably is thinking morally.”
Samuel Johnson
Reasonable Person -- Peer
What would the reasonable peer do in the circumstances?
Reasonable person: mature, sane, sober, well-informed, well-intentioned, open-minded, calm, detached but empathetic …
Reasonable peer – add expertise.
Moral Decisions
Reasons explain a decision:
Reason + Reason +… = Decision
Explanation… System of reasons
A Moral Reason Is general, not particular or
contingent reason, not instinct or external
authority not selfishness moral value, not economic, legal,
social value
Moral Explanation At least one of the reasons justifying
a decision is a moral reason.
This identifies, but does not evaluate a moral explanation.
Dilemma Explanation 1Reason + Reason + … Decision 1
Explanation 2Reason + Reason + … Decision 2
May or may not be a MORAL dilemma
Non-Moral Dilemma1. I should work late and finish the work I
promised I’d finish.
2. I should leave and go to a party because I like parties and want to enjoy myself.
1. = universalizable, non-selfish, moral value (integrity, responsibility, promises…)
2. = non-moral reasons and decision.
Moral Dilemma Moral Explanation 1Moral reason + reason +… = Decision 1
Moral Explanation 2Moral reason + reason + … = Decision 2
Resolution of Dilemmas Some dilemmas are resolved because
they are not moral dilemmas. Some MORAL dilemmas can be resolved
through a creative third alternative that satisfies both moral outcomes.
Or, possible to sequentially act on each one.
Or, evaluation will show which is strongest moral explanation and decision.
Evaluate Moral Reasons
STRONG relevant to decision concern with
person(s) most affected by decision
focussed on values of central importance
WEAK tends to be
irrelevant not concerned with
person(s) most affected by decision
emphasizes peripheral values
Evaluate Moral Explanations
STRONG use several
perspectives (consequences, motives, rights, virtues, etc.)
considers all persons
many values
WEAK narrow focus selective concern fewer values
Ethical Theories
A Moral Theory
Is a broad perspective which:
helps us decide which element of a moral problem is most important (e.g. consequences, rights, goods, virtues, etc.)
helps us resolve conflicts between rules and between values.
How We Come by Moral Theories Family Religion Culture Experience and reflection Education
Moral Action Theories -- “Doing” consequences for community rights of individuals duties of individuals
What correct course of action should I take?
Moral Status Theories - “Being” Virtue, character Care, relationships Narrative, history and plans
What kind of person should I be?
Human Goods Life, health Knowledge Play Art Friendship
“Self-evidently good”
Human Goods Human life considered to be
fundamental good, pre-conditional good
Human life is not measurable, “life is priceless”
Leads to dilemmas in the workplace
Consequentialism The greatest good for the greatest number an act is right only if it tends to result in the
greatest net good all acts are potentially permissible; depends on
consequences all persons count equally difficult to determine which consequences, what
probability, what weight? May sacrifice individuals for greater good
Consequentialism Utilitarianism is major
consequentialist theory Not the only one May aim for human goods as a
matter of duty, without a strict utilitarian calculation
Rights-Based Theories Right = justified claim on someone Right-holder may or may not claim right Which rights? Which rights more fundamental? Or pressing? An act is morally right if it respects and
upholds rights Respects individuals, bearers of rights Good of community may be sacrificed for
right of individual
Duty-Based Theories Duty = obligation, responsibility Considers motive or intention of decision-maker,
plus nature of act, rights, consequences Good motive, means are acceptable, nature of
act is good Consequences are of secondary consideration Recognizes complexity Value of individual is important May sacrifice community good for the sake of
individual duty
Kantianism Often viewed as a duty-based theory But rights emerge from duty to treat
others with respect X has a duty to Y Y has a right that X must respect E.g. right to know and duty to tell
Kantianism “Deontological” = prior to action Decide if an act is right or wrong
without looking at consequences Motivated by reason alone “Universal moral imperatives” Reason tells us that something is
always right … all can follow without contradiction
Kantianism
Duty to: “Always tell the truth” “Always avoid taking an innocent
life” “Always treat others as ends in
themselves and never as means solely” Basis of respect for persons
Virtue-Based Theories Act for the sake of virtue, or as a virtuous person
would A virtue is a good character trait or disposition Tendency to act in a way that promotes human good
or human flourishing Vice is a bad character trait More people affected by virtue than fewer More virtues expressed than fewer BUT, some virtues may be more important than
others Whole person considered, not isolated acts Virtues may be culturally specific
VirtuesExamples:
Benevolence Justice Loyalty Friendliness Courage Honesty Integrity
Moral ReasoningPart 2
Using Moral Theories Not what is decided, but HOW it is
decided Theories identify values and
interpret values A person’s moral theory explains
why they hold the values they do
Professional Ethics Professional’s work involves decision-
making One’s own decisions, decisions of others Relational component to professional
work Must understand reasons and decisions of
others Must make own decisions in context of
others’ decisions
Moral Framework
Provide a Moral Explanation by:
Appeal to a Rule (rightness, wrongness)
Using a Theory (perspective) Applying a Value
…in order to make a Decision
Moral Framework
Analysis … decision is already madeDecision-making … decision still to
come
Analysis DecisionRuleTheoryValueDecision-making
ProfessionalValues and Virtues
Common Professional Values Integrity Honesty Promise keeping Loyalty Competence
Common Professional Values Respect for persons Justice Compassion Confidentiality
Comparison Medicine and law: services relate
primarily to persons Engineering and other science based
professions: services relate primarily to things
OHS professional: services relate to both; more complex
Comparison Medicine and law: solo practice or
partnership Engineering: employee in organization OHS professional: Consultant, employee,
official-- Wider issues of responsibility-- Relations, context, conflicts, values not
always the same
Integrity Most common value in professional codes Keystone value “Consistent commitment to moral
commitments” “Structural integrity” = our moral
character is the same, whole, integrated Can’t commit to conflicting standards and
have integrity
Integrity and Honesty Related values Honest people “have integrity” To be true to a system of values,
one must be honest Integrity requires being committed
to honesty Honesty is a way of valuing integrity
Problem
Brilliant, first class OHS professional … but he suggested a scheme many years ago … we would advise clients only solution to a certain regulation was purchase of a very expensive storage tank for which we and our third partner (unknown to client) would have sole vending rights …
Integrity and Honesty
Rules: admit errors refrain from false/misleading
pretences … competency advise clients truthfully don’t fool with the numbers don’t steal others’ work -- plagiarism
Problem
A few years ago, heard that “Tony”, a former student was claiming that he was a professor in OHS at our university in his consulting adverts.
Investigated: His flyer said “engaged with instruction at Ryerson in OHS for 4 years” .. . Verbally interpreted as “teaching”.
Problem
“We like to order more copies of your training manual”
Never heard of the company; not a client.
“How did you get original training manuals?”
“Oh, Mr X used them when he did training for us last year.”
Integrity and Promise Keeping Lack of integrity/honesty = “say X,
mean Y” Integrity: follow through on promises Be careful about promises as may
jeopardize integrity OHS consultant: promise more than
one can deliver?
Problem
Bait and Switch:
Albert Einstein does the pitch but Gomer Pyle shows up to do the OHS work ….
Problem
Consultant promises to:1. Get you to world class safety in 3
months2. Get your “accidents to zero”3. Ensure compliance
Or head office wants you, the employee, to agree to the above.
Integrity and Loyalty/Dependability “Avoid actions that degrade integrity
of profession” = loyalty to profession Be loyal to profession’s goals If committed to profession, be
committed to profession’s goals Dependability is a display of loyalty Loyalty to employer’s goals
Disloyalty to Profession’s Goals
OHS professional:
Advocates high risk behaviour? Chooses incompatible values to
promote? Displays risky behaviour in personal
life?
Problem
Member of a professional OHS group, certified by that group, set up his own designation and offered short courses for $ for people to obtain the designation. In his advertising, he said the new designation was “just as good” as the original, only half as expensive and 1/10 the time.
Conflicts Involving Integrity Commitment to our commitments What if 2 or more commitments in conflict? Creatively find alternatives where not at odds Often values not in true conflict, but
interpretation of values May be a greater commitment to some values
than others; compromise necessary in world of scarce resources
Problem
“Protect life, environment, and property.”
“Do not compromise.”
Possible?Are the values of equal priority when
commitments come into conflict?
“Whistleblowing” Disclosure of wrong-doing Conflict: protection of life versus
loyalty Honesty versus loyalty Honesty versus promise keeping
Problem
Your report shows areas of high risk, non-compliance, errors etc.
Your superior or client rewrites the report, eliminating your data and conclusions, or buries the report.
Duty to warn in conflict with ….
“Whistleblowing” Explore all options to avoid conflict Creativity and clarification often
reduce conflict Compromise between values often
possible Distinguish between internal versus
public whistleblowing
“Whistleblowing” Some cases of public whistleblowing
excessive and involve motives of spite, revenge, self-justification
Best companies have addressed whistleblowing and protect it… provide internal mechanisms
Hard cases requiring self-sacrifice actually rare, involve high risk
Competency Part of the meaning of “professional” is to
possess special, uncommon knowledge and skills.
Don’t have to be best in profession, just above threshold.
Redundant to put in Codes of Ethics?,as incompetent person should not have been granted status, or should have been weeded out?
Competency – Duty to Maintain Far more important is a duty to keep
up, to maintain competence. As technology and knowledge
improve, the bar of professional practice is raised.
“Standing still” results in eventual incompetence.
Problem
A few years ago, a well known member of the profession stated publicly that a failure to adopt behavior-based safety was professional malpractice (hence, unethical).
Agree?
Problem
Insofar as BBS is “behavioral psychology”, we would be missing out on cognitive psychology, developmental psychology, evolutionary psychology, etc. etc.
Solution Professional groups should be leery
of declaring that certain theories and techniques are “true” or established.
Better approach is the PDC approach where competing and novel ideas are not barred. Gradual, contingent acceptance is the pathway.
Areas of Competence
Extremely important in a profession:1. where people come from a wide
variety of disciplines2. there are many areas of
specialization, and3. there are other professions
adjacent
Problems
1. You are asked to provide expert evidence in an area that you are not truly an expert.
2. Head office wants all locations to institute a certain safety technique about which you know little.
3. You observe a colleague offering services in areas you know he or she has little competence.
Respect for Persons All persons are due basic respect and a
dignity which is to be respected Kant: “treat every person as as end, and
not as a means solely” Other people are not merely a method for
our own goals; others have their own goals
Others may be used with informed consent … contracts are moral
Respect for Persons Distributive justice - distributive criterion
for basic respect and dignity is personhood
Respect on a continuum - desert beyond the basic minimum
Respect for certain aspects of others: integrity, wisdom, honesty, skill, experience
Basis of respect for professional peers
Respect for Persons Professional - show basic respect for
every person, even if not felt Not hypocrisy Many professional codes refer to a right to
“respectful care” on part of client/patient Confidentiality, privacy, autonomy,
choice, informed consent, self-development, empowerment
Problem
OHS professional transferred to company’s gold mine in South Africa. A large portion of miners were HIV positive, and life expectancy averaged 2 years. Company’s unstated position that spending on safety uneconomical due to short life span of workers? Solution?
Justice Justice as “fairness” Involves “balancing”, “weighing”
and conforming to a standard Moral psychology: people have a
“sense of justice” Four forms of justice: Commutative,
distributive, retributive and procedural
Commutative Justice Unfair to leave a harm uncorrected. X does harm to Y. Take from X to
compensate Y so as to address the imbalance. Basis of law of torts.
Fairness lies in putting people back in the position they would have been in had the harm not been done
Distributive Justice Fairness in distributions Distribute X according to pre-agreed
criterion Y (need, ability to pay, merit, status, personhood)
We distribute DVD players on the basis of ability to pay, university degrees on the basis of merit, and human rights on the basis of personhood
Retributive Justice Balance severity of punishment with
severity of harm for which punishment imposed
Severe punishment for severe wrongs, light for slight
Workplace discipline should be fair in such a balanced fashion.
Procedural Justice Fairness in decision-making about
others’ interests Unbiased decision-maker Hear both sides Mutual disclosure, notice Treat both sides equally Balance between the parties
Justice Treat like cases alike Justice equality, Justice = equity Equal and unequal treatment could
both be “fair” “Rewarding” and “punishing” can
both be “fair” Not always concerned with legal
version(s) of justice
Justice in the Workplace Fair compensation for services Equal treatment in process Unfair competitive practices Appropriate (fair) discipline Hearing both sides in a dispute No bias re grounds of discrimination
Professional Codes & Justice Accountability -- punish
professionals who violate standards Duty to report colleagues’ wrong-
doing for retributive justice to be carried out
Fairness: warning, reprimand, suspension, expulsion from group
Professional Codes & Justice Fairness in distribution of
professional services -- no discrimination
More than one form of justice can be in play at same time
Compassion A professional is compassionate No “relational sensitivity” = no
professional life Compassion is a feeling No obligation to feel compassion, but an
obligation to act compassionately Some believe professional is
“dispassionate”
Compassion Concern for others Strongly relational: employer-
employee, colleague-colleague, professional-client
Imagine (if you can’t ask) what it would be like in the other’s shoes
Not “knowing better”, but “knowing as”
Compassion
Two rules:
Alleviate suffering Act in other person’s actual (to
them) best interest
Confidentiality
Confidentiality regarding:1. Whose interests2. Which interests
Confidentiality
Confidential information of:1. Worker2. Employer3. Colleague4. Competitor
Confidentiality
1. Medical information2. CBI – confidential business
information
Legal rules exist in many jurisdictions for both.
Problem
“You’ve won the contract but how about including these features of your competitor’s work – from his proposal -- into your services. We insist…”
Should you? Aiding in a breach of confidentiality by the client?
Problem
You signed a confidentiality agreement when consulting for a world class company - X. During the contract you learn many highly effective techniques. Later you are asked to give a talk at a PD conference on “X’s world class safety techniques”.
Problem If clear contractual language, not an
ethical issue but a legal one. Yet, contractual non-confidentiality
clauses do not typically capture experience.
Not simple, outside of legal issue, as failure to share knowledge a breach of a professional standard. Lives may be saved with broader use of technique.
Problem
You signed a confidentiality agreement, and began contract. Discovered:
1. An issue of high risk, the company ignoring; or
2. An issue of high risk, the company actively covering up, lying; or
3. An issue of high risk, the company knows it’s in clear legal non-compliance.
Conflicts
Human life versus property e.g. Right to know versus trade secrets
Human life versus environment e.g. Take time to ensure PPE of response
crew versus speed in preventing chemical reaching natural environment
Conflict of Interest Usually refers to conflict between
professional duties and personal interests
Can also refer to conflict between professional duties/values and other values
Objective Decision-making Often expressed in Codes of Ethics Opposite of subjectivity Does the decision and the reasoning
behind it hold up to scrutiny by the “reasonable peer”?
No bias, truthfulness, no conflict of interest
Cost Benefit Analysis (CBA) Commonly used to guide action Related to risk benefit analysis1. What are alternatives?2. Identify costs and benefits of each3. Quantify4. Calculate net gain of each5. Choose one with greatest net gain
Criticism of CBA
1. Not all costs/benefits identified2. Correct weight not given3. Action may be greatest net gain
but morally impermissible from another moral perspective
4. Appears “scientific” or “value free”; but not
5. Merely a utilitarian technique
Environmental Protection
1. Protect human interest in the environment, versus
2. Protect the environment “for its own sake”
Environmental ethics is problematic:-- “rights” for non-moral creatures?-- universalizability of principles?
Protection of Property Often denigrated as a value Compares poorly with “human life” Yet, pre-condition to many aspects
of human flourishing Implicit in organizational values of
commercial enterprises An issue in many dilemmas and
cannot be ignored
Relations with Colleagues Distinguish between duties to
profession as an institution and duties to professional colleagues
Don’t bring profession into disrepute Treat colleagues in a professional
manner
Relations with Colleagues Co-operative Respect Egalitarian Supportive and helpful Openness No blatant crude competition Intra-professional recognition based on
merit Maintenance of discipline
ProfessionalCodes of Ethics
Code of Ethics Clarifies values and rules Facilitates group cohesion Instills necessary public confidence Used as framework for discipline
Code of Ethics -- The Audience
1. Members of profession2. Clients, employers3. Agencies and regulators4. Public at large5. Professional “competitors”
Code of Ethics -- Positive
1. Inspirational?2. Educational?3. Enforcement, self-policing4. Resolve moral dilemmas?5. Alert audience of expected
standard of performance
Code of Ethics -- Negative?1. Done to polish public image?2. Protects professional monopoly?3. Status symbol of emerging profession?4. Can instill complacency (“we have a
code of ethics, therefore we are ethical”)
5. Cannot create an ethics6. Cannot truly codify ethics7. Of marginal ability to resolve ethical
dilemmas without collateral education
Code of Ethics Examine each statement in Code Where do you see the professional
values we have been reviewing? Do we agree they need “unpacking”
and further study to see what they really mean in application?
Do we agree that a Code of Ethics is good, but not sufficient?
ASSE Code of Professional Conduct Duty to serve and protect people,
property and environment. Exercise duty with integrity, honor
and dignity.
ASSE Code of Professional Conduct
Principles:1. Protect people, property and the
environment through the application of state-of-the-art knowledge.
ASSE Code of Professional Conduct
Principles:2. Serve the public, employees,
employers, clients and the Society with fidelity, honesty and impartiality.
ASSE Code of Professional Conduct
Principles:3. Achieve and maintain competency
in the practice of the profession.4. Avoid conflicts of interest and
compromise of professional conduct.
5. Maintain confidentiality of privileged information.
ASSE Code of Professional Conduct
I shall:1.Inform the public, employers,
employees, clients and appropriate authorities when professional judgment indicates that there is an unacceptable level of risk.
ASSE Code of Professional Conduct
I shall:2. Improve knowledge and skills
through training, education and networking.
3. Perform professional services only in the area of competence.
ASSE Code of Professional Conduct
I shall:4. Issue public statements in a
truthful manner, and only within the parameters of authority granted.
ASSE Code of Professional Conduct
I shall:5. Serve as an agent and trustee,
avoiding any appearance of conflict of interest.
6. Assure equal opportunity to all.
BCSP Code of Ethics
“Certificants shall, in their professional safety activities, sustain and advance the integrity, honor, and prestige of the safety profession by adherence to these standards.”
BCSP Code of Ethics -- Standards
1.Hold paramount the safety and health of people, the protection of the environment and protection of property in the performance of professional duties and exercise their obligation to advise employers, clients, employees, the public, and appropriate authorities of danger and unacceptable risks to people, the environment, or property.
BCSP Code of Ethics -- Standards
2. Be honest, fair, and impartial; act with responsibility and integrity. Adhere to high standards of ethical conduct with balanced care for the interests of the public, employers, clients, employees, colleagues and the profession. Avoid all conduct or practice which is likely to discredit the profession or deceive the public.
BCSP Code of Ethics -- Standards
3. Issue public statements only in an objective and truthful manner and only when founded upon knowledge of the facts and competence in the subject matter.
BCSP Code of Ethics -- Standards
4. Undertake assignments only when qualified by education or experience in the specific technical fields involved. Accept responsibility for their continued professional development by acquiring and maintaining competence through continuing education, experience and professional training.
BCSP Code of Ethics -- Standards
5. Avoid deceptive acts which falsify or misrepresent their academic or professional qualifications. Not misrepresent or exaggerate their degree of responsibility in or for the subject matter of prior assignments.
BCSP Code of Ethics -- Standards
5. Continued …Presentations incident to the
solicitation of employment shall not misrepresent pertinent facts concerning employers, employees, associates, or past accomplishments with the intent and purpose of enhancing their qualifications and their work.
BCSP Code of Ethics -- Standards
6. Conduct their professional relations by the highest standards of integrity and avoid compromise of their professional judgment by conflicts of interest.
BCSP Code of Ethics -- Standards
7. Act in a manner free of bias with regard to religion, ethnicity, gender, age, national origin, disability, marital status, or sexual orientation.
BCSP Code of Ethics -- Standards
8. Seek opportunities to be of constructive service in civic affairs and work for the advancement of the safety, health and well-being of their community and their profession by sharing their knowledge and skills.
Summary Examination of professional ethics is
important for the profession as an institution, and for individual professionals
Solving problems can be very difficult – sometimes …
Better ethical decision-making can come from education and practice
Education is needed to supplement Code of Ethics
For an electronic copy of this presentation, please email me at:
And put on subject line “ethics talk”