360° reviews days are numbered

360 reviews, ‘culture pulses’ and staff surveys are the go-to tools for leadership evaluation and understanding company culture, but ‘shadow values and principles’ stop them from revealing the full picture. Here are three steps to identify and address shadow values to better understand you company’s culture.

Strong culture is integral to the smooth functioning of companies, but most organisations are only getting half the picture, says John Neil, Director of Innovation and member of the Consulting and Leadership team at The Ethics Centre.

360-degree reviews and staff engagement surveys provide a glimpse of company culture, but what they don’t reveal are the deeper, endemic aspects of culture that are ingrained and influential – the ‘shadow values and principles’.

Shadow values and principles are often invisible when culture is seen only through the lens of traditional staff surveys and reviews. However, all companies have their version of them and they need to be brought to light, acknowledged and addressed to truly gauge what’s in play in the culture. In doing so, Neil says “we can significantly improve outcomes both for individuals and for organisations.”

Below are three steps to identifying and addressing shadow values and principles.

1. Identify what shadow values are

“There are really two fundamental aspects to an organisation’s culture,” Neil says. “There are ‘above the line’ elements: the visible, the identifiable, the self-evident. And then there are ‘below the line’ elements, which are less visible, more implicit, and not so easy to identify. The latter are shadow values and principles.”

In other words, they are the unspoken rules, attitudes and behaviours of a company’s culture that aren’t immediately apparent but influence every aspect of the business.

While they can be positive, neutral or negative, “being aware of them is a really key part of better understanding what drives individual employees and the organisation’s culture as a whole,” Neil says.

2. Understand how they operate

Shadow values and principles can operate in numerous ways. One organisation, which commissioned The Ethics Centre to review its culture, had the positive shadow principle of “putting members first”.

“If staff had no clear information or instructions about how to respond to a situation, they would apply this principle and act in the member’s best interest,” Neil says.

“‘Putting members first’ was not codified as one of the organisation’s corporate principles, but it was widely held throughout the organisation. It’s an incredibly powerful and positive shadow principle.”

Another organisation was challenged with becoming more agile but was hampered by the shadow value of ‘harmony.’ Again, while not being formally one of the organisation’s official values, it had a central place in driving behaviours, some of which were positive, but others were detrimental.

“Being harmonious and keeping the peace was something that everyone held to, and while it could be positive, it had negative dimensions as well,” Neil says. “People tended to over-consult, often to keep the peace as there tended to be a culture of avoiding conflict.”

“The decision-making model was a consensus based one and tended to include everyone. As a result, people would defer accountability for making decisions, and therefore decision making was unwieldy and bureaucratic. The shadow value was a major impediment to building a culture in which people expressed their actual views.”

Critically, the organisation’s strategy involved increasing its agility, responsiveness and a focus on innovation – cultural traits that needed to be consciously developed. However, the shadow value of harmony and its negative effect of conflict avoidance meant innovation and agility was more difficult to achieve.

3. Learn how to name and address shadow values

So how can organisations bring their shadow values into the light and begin to remedy the negatives?

“We need to recognise the limitations of the existing approaches to understanding culture, such as staff engagement surveys,” Neil says. “Those methodologies are only as good as the psychological safety in an organisation and the employees’ belief that their contributions to those surveys are going to make a difference.”

This is where a review that focuses on shadow values and principles can identify the unstated operating culture and make recommendations to realign purpose and reaffirm strategic ambitions.

“There also remains a need to recognise the strategic significance of culture,” Neil says. “Culture is integral to the success of a company. It’s the backbone of delivering on an organisation’s strategy.

“There is still, I think, a general lack of recognition of how important culture is in achieving and delivering on strategy. Culture goes much deeper than ‘engagement’.”

Want to find out more about shadow values and principles? Head here.


Pavan Sukhdev on markets of the future

Pavan Sukhdev is an environmental economist whose field of studies includes green economy and international finance. Pavan sat down with The Ethics Centre’s Dr Simon Longstaff to chat about the future of business sustainability.

Pavan Sukhdev is considered a true pioneer of sustainability. His business background champions the fusion of finance and economics with sustainability and responsible management. So how did a person interested in banking, finance and economics come to have a particular passion for the sustainability agenda?

Pavan says he owes it all to his upbringing. “I think the cultural upbringing of a child in India, in family, in networks which are community-heavy and community-oriented, never too far from nature – because India is a pretty wild place if you just care to step a few kilometres out from wherever you are – I think these things create a sense of understanding of a world that is not just an urban world, and not just a markets world.”

Pavan’s perspective on markets and value shifted drastically after taking up a job in Singapore with Deutsche Bank, when a conversation with a friend prompted him to realise that what people value – relationships, family, nature – doesn’t trade in markets. And yet our society is so mesmerised by the magic of markets that, if something doesn’t have a price, it doesn’t have value to us. He started doing research on environment economics and wrote a piece for the Economic Times in India, which helped him find a few kindred spirits at Deutsche Bank.

“I came to a point where I thought, someone needs to do something about this economic invisibility of nature.”

It was in this marriage of markets and the invaluable asset of the natural world that Pavan felt he had found his calling. He recounts a story about one evening when he was driving home from work, daydreaming about an idea for a green accounting project for Indian states. He drove past a roadside sign with a quote from Gandhi, which read: Find purpose; the means shall follow.  

The message hit him “like an accident”, and Pavan called up some influential friends who, to his delight, were all very willing to help him set up his project. Four friends started working on the side-project and within a few years they had cracked it, he says. “We actually created the world’s first set of complete green accounts for the entire Indian Union of 28 states.”

While there were a number of his colleagues at Deutsche Bank at the time who quietly wondered what he was doing, Pavan is optimistic that in the years since perceptions and attitudes towards valuing the environment have changed, so much so that it has become the mainstream.

AUDIO: Listen to Pavan’s story about realising his environmental vision.

“I believe companies are not merely machines to make money for shareholders, they should have purpose. In fact, they should begin with purpose and then define their path to profitability. And these ideas would have been crazy 10, 15, 20 years ago, but they’re not anymore.”

Pavan on the corporations of the future.

“I see the corporation and its ability as similar to that of a species. A species evolves in response to its environment as the environment changes. The strong who are able to cope with that environment survive and the others die away and that creates evolution. And I see that corporations will move in that kind of direction. So the question is, what are we changing in the environment of the corporation in terms of policies, prices, and institutions that are going to create the new corporation?

AUDIO: Listen to Pavan’s ideas about how corporations need to evolve to survive.

Organisations to watch in the sustainability space:

Pavan on the markets of the future.

“Through focusing on the economic invisibility of nature and the fact that our decision-making as policy makers or business people – and these are the two largest, most powerful decision-making groups around the planet – tends to ignore what is economically invisible, has led me to understand that there’s a lot more that we ignore. We ignore human capital. So we will, for instance, account in the GDP for the cost of building and running universities, teacher salaries, and such like, but we will not account for what’s put in as a result of those teachers and those universities and the creation of human capital. And the ability to leverage [human capital] and generate future income and so on is massive.”

AUDIO: Listen to Pavan’s ideas on how to value human capital.

Pavan’s advice for leaders:

  • Find purpose; the means shall follow.
  • Our values become our destiny.  
  • Put effort into trying to discover what you’re on this earth for.  
  • Try to understand, appreciate and express your values, and try to accept them. 

AUDIO: Listen to the full podcast discussion with Pavan.

Pavan Sukhdev is an environmental economist whose field of studies includes green economy and international finance. He was the Special Adviser and Head of UNEP’s Green Economy Initiative, a major UN project tasked with demonstrating that the greening of economies is not a burden on growth but rather a new engine for growing wealth, increasing decent employment, and reducing persistent poverty.

This episode was made possible with the support of the Australian Graduate School of Management, in the School of Business, at the University of New South Wales. Find out more about other conversations in the Leading with Purpose podcast.

Get more articles and podcasts like this by signing up to our Professional Ethics Quarterly newsletter here.


David Gonski on corporate responsibility

David Gonski sat down with The Ethics Centre’s Dr Simon Longstaff to chat about the future of business sustainability.

David Gonski is so well known in Australia, his surname has become part of Australian vernacular. He’s been a lawyer, he’s headed up corporations and banks, he’s been the chairman of major companies, and he also serves as chancellor of the University of New South Wales.

After completing a law degree, Gonski got his start in the business world 43 years ago, long before climate, sustainability and corporate responsibility were on the agenda. “Profit was key”, he says, “We lauded people who made money and those who were not tough and didn’t exploit every loophole were regarded as not very good business people.” While his peers in the law profession were driven by ethics and justice, Gonski was disappointed to find that those in the business sector were characterised by their arrogance and capacity to exploit customers and resources for profit.

“I think we are humans and as managers we must never forget that we’re humans. And we have obligations to our society as humans which we bring to every part of the world in which we work.”

Nowadays, sustainable development goals are central to boardroom discussions. Business as a whole; from the very large to the very small, is being recognised as having a major impact in the world both in society and the natural environment, which in part is why people look to businesses increasingly to address concerns where governments have failed to do so.

“Today people don’t want to work for a company that’s not socially responsible. Today people often choose the container that is more biodegradable or whatever than the one that isn’t.”

Gonski on ethics.

In law there are very defined legal ethics, but when it comes to business it’s complicated. As an individual there are certain ethical things that you must do to lead a proper life, and for Gonski, the notion of asking the hard ethical questions has changed his life, and approach to boardroom decisions.  Business ethics is about asking the questions: what should I do? What is good for the planet? What is good for the future – the long term versus the short term? He believes those who are successful in business are those who really think about things, rather than just learning things by rote or just accepting the status quo. Of course, sometimes you make the wrong decision but you must always be willing to ask the questions.

Gonski on responsibility.

Above all, business leaders have a responsibility to their community. Business should never be about just about making profits, or just employing good people, but rather consider what business is achieving for the long-term future of the country and our society. Responsibility should be a compulsion, because if we ignore it, it will in the end reduce the value of our business and deter us from being able to do what we want to do.

Gonski on sustainability.

Sustainability should be our longer term compulsion to look at what your short-term thinking is and how that can affect long-term growth. “I have lived through 40 plus years of people making short-term decisions. And let me tell you, they may not have themselves regretted because often they’ve made good bonuses from it, but in the long-term the business has.”

 

AUDIO: Listen to David Gonski chat about the three key pillars of management.

What keeps Gonski up at night?

“I do believe we should all be working together. And I am worried that our working together between corporations, government, and the community generally is not as perfect a circle as it needs to be. We need to hold hands rather than keep arguing with each other. It’s still a little too easy to make short-term decisions. And I’m often very comfortable that a decision in the short-term is right, but I wonder a lot in the wee hours of the morning ‘is it a long-term sustainable idea?’”

Is David Gonski optimistic about the future?

“I am extremely optimistic and I have a number of reasons to be. As chancellor of a university my optimism is always reinjected and reignited by meeting the students that we’ve got. We’ve got fabulous people, who are excited by concepts, who are thinking, who want to change things in their own way and do good things. That’s exciting. That’s wonderful.”

“ I think an absolutely guided and principled optimism is the way one should look at business.”

Gonski’s advice for future business leaders.

Despite having over four decades of business experience, David Gonski is still learning. Throughout the pandemic, one of his most important lessons was that canvassing broadly for advice is a strength not a weakness; that it’s vital to broaden your circle of advisors and take more advice from more people. One of the hardest things for CEOs is to admit they don’t know the answer to a question, but terrible things happen when they pretend to know the answers. Throughout his career, Gonski has watched many CEOs laud strength, which is manifested in people who can make fast decisions, in people who don’t prevaricate, but now he believes the real strength lies in an ability to put one’s thinking to one side and seek advice.

 

AUDIO: Listen to David Gonski chat about what he looks for in a CEO.

Five tips from David Gonski.

  • Make sure you understand the history of the company. 
  • Learn about ethics.
  • Be willing to admit you don’t know all the answers, and seek advice.   
  • Be open to ideas. 
  • Seek inspiration from your communities.

AUDIO: Listen to the full podcast discussion >>

David Gonski is former Chairman of ANZ and Coca-Cola Amatil, he is also Chancellor of the University of New South Wales, President of the Art Gallery of NSW Trust, and Chairman of the UNSW Foundation. He is a member of the ASIC External Advisory Panel and the board of the Lowy Institute for International Policy, a Patron of the Australian Indigenous Education Foundation and Raise Foundation and a Founding Panel Member of Adara Partners. In 2008, The Sydney Morning Herald described Gonski as “one of the country’s best-connected businessmen”.

This episode was made possible with the support of the Australian Graduate School of Management, in the School of Business, at the University of New South Wales. Find out more about other conversations in the Leading with Purpose podcast.

Get more articles and podcasts like this by signing up to our Professional Ethics Quarterly newsletter here.


Ethics of making money from JobKeeper

Making money from JobKeeper is not just profit maximisation. It’s free-riding.

When the Federal Treasurer announced JobKeeper in March 2020, the COVID-19 pandemic was expected to wreak economic havoc across Australia.  Thousands of businesses would go bust. Millions of people would be unemployed. Billions in economic output would be lost. The Australian Government declared the (then) $130bn scheme would maintain “the connection between the employer and the employee” by making cash payments to eligible companies (those anticipating, through self-assessment, at least a 30% fall in revenue) for each employee kept on the books. Australia was bracing for economic ‘Armageddon’ and JobKeeper seemed rational and just.

Economic ‘Armageddon’ never arrived, yet billions in Jobkeeper were paid. And instead of payments going only to businesses in need, JobKeeper was paid to businesses for which coronavirus has been a boon. Shareholders and managers have profited from a scheme which the Business Council of Australia described as “fair and common-sense”, and which now appears to be neither of the two.

But in profiting from JobKeeper, have businesses done anything wrong?

Some people continue to argue that companies are obliged to maximise shareholder profit because they have a principal-agent duty to shareholders to do so (the shareholder primacy theory). But even so, there are constraints on what is allowed to be done by a company seeking to maximise profit. Nearly everyone agrees that companies should not break the law. It is not acceptable when a restaurant replaces mincemeat with sawdust in order to reduce costs. It is not permissible when a technology company increases revenue by spying on users. Beyond the law, however, most people also agree that companies have moral obligations to society.

Beyond the law, however, most people also agree that companies have moral obligations to society.

Even the individual most closely associated with ‘shareholder primacy’, Milton Friedman, argued profit-maximising companies should not only obey the law, but also must act in line with society’s ethical norms:

“There is one and only one social responsibility of business – to use its resources and engage in activities designed to increase its profits as long as it stays within the rules of the game, which is to say, engages in free and open competition without deception or fraud…conforming to the basic rules of society, both embodied in law and those embodied in ethical custom.

As Friedman argues, these obligations should act as constraints on a company’s profit maximising motive. A company that orders an employee to drive past an accident on a remote freeway because rendering assistance doesn’t maximise profit, certainly fails our basic moral intuitions of what is acceptable.

To determine whether profitable companies ought to return their JobKeeper payments, we must determine whether companies have a moral obligation to do so. As the Federal Treasurer has made clear, companies have no legal obligation to return the funds. JobKeeper was intentionally designed by the Federal Government to impose minimal obligations on companies when receiving public funds – a position in stark contrast to the policy applying to individual citizens. It has been argued these minimal reciprocal obligations were essential to ensure the impediments to JobKeeper take-up were minimised.

If tax avoidance is “morally wrong”, as claimed by Gerry Harvey, so too is profiting from JobKeeper.

So, what of the moral obligation? Perhaps the best place to begin is by recognising that subsidies are simply a negative tax. So, if tax avoidance is “morally wrong”, as claimed by Gerry Harvey, so too is profiting from JobKeeper.

One way to argue the wrongness of tax avoidance (and by extension profiting from JobKeeper) is to consider Herbert Hart’s “principle of fairness”. The principle, in short, posits that those who benefit from the efforts of others have a moral obligation to reciprocate. The argument behind this principle is that when companies or individuals avoid tax, yet enjoy the public benefits provided by the State (the protections granted by the military; the law and order provided by the police and the judiciary; the well-educated citizenry; the functioning health-care system) they free-ride on the contributions of other taxpayers.

There are specific examples that illustrate this principle well. When James Hardie relocated its head office to Ireland, where the corporate tax rate is 12.5%, it is hard to see how this was making a fair contribution to Australia, where the majority of its shareholders reside. As Nick Kyrgios uses the Bahamas as his tax residence, where the personal tax rate is 0%, it is hard to see how this justly contributes to the nation which has not merely supported his career, but created the foundation for it. While donating to bushfire victims $200 per ace that he hit is meritorious, it does not offset tax avoidance because taxation is not charity. And in any case, making hundred-dollar donations is not equivalent to millions in avoided tax that did not fund the bushfire recovery.

Profiting from JobKeeper should be considered no different to tax avoidance.  If companies who set up off-shore trusts to minimise their tax bill are considered free-riders on Australian society, so too should companies who unfairly profit from JobKeeper. These companies place the further profits of their shareholders ahead of alternate uses of taxpayer dollars. Ahead of more ventilators, more ICU beds and more nurses. And ahead of lower Government debt which will one day need to be repaid by the next generation of Australian taxpayers – the youth who are amongst the hardest hit by COVID lockdowns.

Personally, I find Hart’s principle of fairness has substantial force, as it seems most Australians do. But judging from the fact that many companies have refused to repay the profits they have generated from JobKeeper, it is clear that not everyone agrees. These companies and their shareholders are claiming they have a right to be held to a standard different to that which applies to everyone else in Australia. They claim they have a right to free-ride.


Why we need land tax, explained by Monopoly

Most people know the game Monopoly. But few are aware Monopoly was inspired by political economist Henry George’s warning against a dystopic society where land, water and minerals are owned by the dominant few.

To win in Monopoly, first you buy natural resources. Then you monopolise the land. Add some houses and hotels. And finally, force your adversaries into bankruptcy. In the game, it helps to be strategic, but mainly it helps to be lucky. Lucky to arrive first. Lucky to be able to hoover up the best land. In the end, lucky to crowd out the others, making them indigent losers.

Henry George was a brilliant self-taught 19th century American political economist. An advocate for free-trade and an opponent of protectionism, George is however best known for his criticism of the monopolisation of natural resources, arguing this both inhibits economic efficiency and is manifestly unfair. To achieve natural resource equality, George argued natural resources should be taxed at the level it would cost to rent the “unimproved” land. These taxes could be used to abolish other taxes (George’s position was to abolish all taxes except land tax), help fund government expenditure, such as the military, or redistribute in equal proportion to citizens.

Georgism is not an argument for material equality in any meaningful sense. Equal natural resource ownership is consistent with large levels of inequality when it comes to income and the ownership of non-natural assets. A Georgist might argue individuals own 100% of their labour income; that the industrious builder deserves his multiple houses (but not land), cars and boats, and that these are his alone; that the tech entrepreneur deserves her billions but has no right to buy up huge swathes of land. A Georgist position is consistent with minimal state intervention across welfare, education funding and paid parental leave.

The ideas of Henry George have garnered support from various quarters. Economist Joseph Stiglitz has argued Henry George’s proposal could fund the optimal supply of local public goods. Leader of the Chicago School of Economics Milton Friedman said, “in my opinion, the least bad tax is the property tax on the unimproved value of land, the Henry George argument of many, many years ago”.

One reason why equal natural resource ownership is preferable is because the alternatives are so underwhelming.

The alternatives of the ideological left, crudely speaking, have disastrous economic consequences. Under collective ownership, government ineptly decides what is produced from natural resources, undermining individual choice and failing to respect citizens. While under common ownership, people use natural resources whenever and however they choose, destroying the environment and economy, as predicted by the tragedy of the commons.

The alternative approaches of the ideological right, again crudely speaking, have their own problems. Primacy is given to first arrivals (though curiously, this line of argument is seldom extended to First Nations people), treating citizens unequally. Like Monopoly, first arrivals win, and second arrivals lose. These arguments typically rest on the ambiguous liberal Lockean proviso that “enough, and as good, left in common for others” or the harsher libertarian Nozickian argument that non-landowners need only pass a subsistence baseline living standard (essentially, non-landowners can eat and have water). But these claims ignore that natural resources are not made by anyone. And if no one has done anything to deserve the unimproved natural resources, and citizens of a country are equal, why are they granted such unequal rights over natural resources, the literal foundation of a country?

To Henry George, every citizen has an equal moral claim to the earth and without this, there is no equality among citizens.

In Australia, we are something of a Hasbro Monopoly ‘Special Edition’. Tech billionaires and their ilk hold some hundreds of millions worth of natural resources, while the mob from Broken Hill have somewhere closer to, and more likely very near, zero. Foreign investors such as Canadian pension funds and the Chinese Government own 14% of Australian agricultural land and 11% of Australian water assets.

Overall, Australian natural resources are worth more than seven trillion dollars (about 85% of which is land, driven by city land values), equating to around $300,000 per person. However, the bottom 20% of Australian households (typically younger folk, most likely regional or outer suburban people) have an average natural resource wealth of under $20,000 (and an average net wealth of around $25,000).

Yet there are reasons to be optimistic. The ACT is 10 years into their 20-year plan to abolish stamp duty and replace this with a land tax, providing instructive “dos” and “do nots” for other jurisdictions. And the NSW Government, with a coalition of support from real estate bodies, accountants, economists and community representative bodies, has proposed a land tax which sensibly considers a gradual introduction of land tax, ensuring fairness for those who have already paid stamp duty, although the proposal insensibly considers making land tax optional.

Overtime, a NSW land tax could be used to reduce other taxes, such as payroll tax, levied by the state government, or income tax, levied by the federal government. Reducing income taxes would reverse the peculiarity of the Australian tax system that we socialise the largely privately created wealth of labour, and privatise the naturally created wealth of natural resources.

Economists boast that a land tax boosts economic productivity, stimulates investment and increases efficiency, all neat reasons for a land tax. But the overwhelming case for an Australian land tax is fairness: that Australian dirt, water, ore and air, are owned by each Australian equally. The overwhelming case for a land tax in Australia is to ensure we don’t become a game of Monopoly.


It’s time to consider who loses when money comes cheap

Monetary policy has yielded substantial social and economic benefits to modern economies.

Not least the achievement of low and predictable price stability. But to whose benefit? 

It’s no secret that monetary policy increases the wealth inequality gapThat’s because it benefits those with assets, and by doing so it widens the chasm between the very rich and everyone else, making many Australians – in particular, the least financially secure – worse off. 

While governments and central banks are openly aware of the inequalities these policies create, they have not taken measures to appropriately address the issue – the first step of which would be to update the RBA’s mandate. 

Let me explain why. The Reserve Bank of Australia (RBA) has again announced that it’s kept the official cash rate on hold at 0.1 per cent, with the possibility it will remain thus until 2024. An RBA document released under a Freedom of Information request estimated that a permanent 1% cash rate reduction increases house prices by 30% over a three-year period. 

For a middle-class family who own a $800k (median Australian) home, a 1% interest rate reduction increases their wealth by $240k. For the very rich who own a $100m portfolio of propertiestheir wealth increases by $30m, a windfall gain $29.76m greater than that of the middle-class.  

For the one-third of Australians who do not own a home, not only does their net wealth remain unchanged, but the cost of entry becomes substantially higher. They are forced to work, save and pay more for essential assets such as housing, perpetuating the cycle and widening the gap. 

The fiscal equivalent is government awarding a grant of $30m to people with $100m in assets; $240k to people with $800k in assets; and nothing to people without assets. 

You don’t need to be an arch-communist to consider these outcomes unfair. However, the nature of the unfairness will depend upon the theory of justice invoked. For example, equality of outcome theory finds the unequal impacts of monetary policy unjust because Australians end up with different outcomes.  

Alternatively, a Rawlsian theory of justice contends that social inequality is permissible only where the inequality benefits the least well-off to the greatest extent possible – a principle known as the difference principle.  For a Rawlsian, existing monetary policies are unjust because there are alternate policies (including tax and transfer and direct cash transfer policies), that would be of greater benefit to the least well-off members of society.

The theory of justice I find most compelling is equality of opportunity. Like most theories of justice, equality of opportunity can be interpreted in different ways. What I have in mind is substantive equality of opportunity theory, which holds a fair society as one where individuals with the same level of talent and motivation, have the same prospects for successregardless of their place in the social system

Most Australians believe equality of opportunity is an important feature of our national ethos. Indeed, many Australian politicians cite equal opportunity as a key element of a just society (even if this rhetoric is not always followed with policy).  Yet what we are seeing here is falling short of that ideal.

Monetary policy that penalises the least well-off and rewards people based on their starting level of wealth does not provide Australians with equal opportunity. 

Indeed, justifying why the very rich deserve windfall gains is challenging unless one ascribes to the slightly perverse virtue theory that to have wealth is to deserve more wealth. 

One solution is for government to tax and transfer windfall monetary policy gains. This policy might allocate an equal benefit to each Australian, or otherwise ensure each Australian has an equal opportunity to benefit.  

While simple in theorythere are several practical shortcomings with this approachOne issue is measurement: for any asset value increase, determining the increase due to monetary policy versus other factorssuch as asset improvements, is not straightforward. Another issue is timing: there is typically a substantial lag between monetary policy actions and asset value increases. 

However, it seems to me, the most substantial issue is political pressure from vested interest groupsTaxing assets – regardless of whether people have earned those assets or the assets were merely granted to them through government policy – is eminently harder than simply not transferring windfall wealth in the first place.  

Finding prevention, rather than jumping straight to the cure, has the added benefit of avoiding the unnecessary social antagonism that occurs when creating groups of “us” (the “lifters” who are taxed) and “them” (the “leaners” who receive). 

A preventative solution can be found in updating the RBA’s mandate, a change that might take on various degrees. The more substantiative update would be to require all future monetary policy to produce no negative impact on wealth inequality. This would make some existing policies unviable or mean that if pursued they must be coupled with additional mechanisms that even up the ledger for the middle and lower classes.

A middle ground alternative might merely begin by requiring the RBA to consider unfair wealth impacts as tiebreakers. For example, when all other features of opposing policy are equal, that which provides all Australians equal opportunity to benefit would be considered preferential. This mandate should require the RBA to consider various options and justify those adopted on the principle of fairness, relative to the alternatives that were overlooked.  

Reserve Bank Governor, Dr Philips Lowe recently stated that the responsibility for controlling asset prices is not that of the RBA: That’s not our mandate. I don’t think it’s sensible and I don’t think it’s even possible”. 

That the RBA cannot and does not control asset prices isimilar to the fact that the RBA cannot and does not control the social phenomenon of inflation. 

Yet the RBA can and does influence asset prices, simply look at the ripple effect of the 0.1% cash rate. The RBA can and does also target asset prices, noting the RBA bond-buying programs which are designed to prop up bond prices. To suggest otherwise is misleading.

Like any other public institution, the RBA is accountable to those they serve – the general public – not to their own endsAnd the Australian public may want a little more rigour in that accountability than, ‘that’s not our mandate’ when dismissing the policy options put forth by economists such as Milton Friedman, Frederic Mishkin and Patrick Honohan.  

It might be true that alternative policy options such as cash transfers through the budget (where the central bank issues money directly to the government who distribute it) or direct cash transfers (where the central bank issues money directly) are unworkable.

However, allowing the RBA to dismiss their policies negative effects because their mandate does not require this considerationis not something Australians should consider acceptable. 


How avoiding shadow values can help change your organisational culture

Governing culture is a board’s most challenging task. John Neil and Michelle Bloom of The Ethics Centre outline the dangers of “shadow values”. Here’s how to walk the talk.

This article was first published in the March 2021 edition of Company Director magazine for the Australian Institute of Company Directors.

While an organisation might be measured by its share price, profitability or reputation, it is defined by its culture. Culture matters because it influences everything an organisation does. It defines not only individual and team performance, it also influences how organisations manage, change and navigate complexity and uncertainty. While it is critical to an organisation’s performance and reputation, culture is notoriously difficult to identify, measure and evaluate. As a result, understanding and governing culture is a perennial challenge for boards. This is because it is comprised of implicit and explicit dimensions. It includes the shared values, principles and beliefs of people, how they work together and with each other. Many of these dimensions are visible, but many are not.

On the face of it, corporate values of excellence, respect, integrity and communication are admirable and worthy. Most organisations would be happy to identify with them. But Enron espoused these values only 12 months before declaring bankruptcy in 2001 — the largest in US history. The company had received plaudits for its 64-page code of ethics and Fortune magazine named it “America’s Most Innovative Company”. It had received numerous awards for its corporate citizenship and environmental policies.

Enron’s failings have been well documented as the prototypical case study of what can happen when an organisation decouples values from its behaviours. Less well-documented is how the implicit and unstated dimensions of an organisation’s culture shape and influence for better or worse. These aspects of culture determine what and how things get done in organisations and are driven by the implicit values/principles people hold.

“The biggest challenge for boards in governing culture is that while unspoken dimensions are difficult, but not impossible, to identify and measure, they are more powerful than the official ones because they operate below the surface.” – John Neil, The Ethics Centre

The dark side

The biggest challenge for boards in governing culture is that while unspoken dimensions are difficult, but not impossible, to identify and measure, they are more powerful than official ones because they operate below the surface. They are key to changing an organisation’s culture because they more closely reflect its actual operating culture — its “shadow” values and principles. In psychology, the alter ego is the dark side of human nature. Jung identified it as the “shadow” to describe the subterranean aspects of the psyche; those unpleasant traits we prefer to hide. As in the psyche, the shadow gains its power in an organisation by being repressed and unacknowledged, which manifests in unintended, often detrimental behaviours.

Shadow values are typically cultivated in environments where organisations are stressed by the complexity of changes occurring or a lack of focus on supporting cultural alignment with existing values and principles.

In our work with a financial services company, our evaluation revealed each of its official organisational values had powerful corollaries (shadow values) that served to shift the organisation off course significantly. One of these official values was excellence. While officially expressed in a tagline, it was experienced and evaluated in ways such as “having pride in our work”, “being willing to challenge”, and “continuous improvement”. We also found it manifested itself through a powerful shadow side driven by the unstated value of success — in behaviours such as “individualistic”, “maintain status”, and “hit targets at all cost”.

The key driver of this shadow value was an unwavering focus on “the numbers”. While the measurement of inputs, and outcomes was regarded as a management responsibility, in this individualistically success-oriented culture, hard metrics such as hitting the numbers came to serve as the sole measure of success. Individual behaviours became distorted in pursuit of that goal alone, obscuring non-financial costs and risks, which, when not easily calculable are not seen, let alone prioritised. Unintended consequences of not being aware of or managing shadow values were highlighted in the Banking Royal Commission.

Alternate shadows

The connotations of “shadow” overstate the negative effect of these values. While an organisation’s shadow values at their worst are less constructive mutations of the official ones and will always benefit from being exposed and dealt with, there are two other types, both potentially of great value for an organisation to identify and unlock.

The first is neutral in relation to the existing values/principles but offers significant potential for tipping into positive or negative manifestations. In our work with the Australian Olympic Committee (AOC), its value of excellence — with associated behaviours and traits of exemplary performance and achievement by elite Olympic athletes — was undermined by a powerful shadow cast by the implicit value of pragmatism.

The second type of alternate shadow values reinforce, amplify or supplement official values and principles. These were also present at the AOC (see breakout, right).

In our work with a large superannuation fund, a primary shadow value was that of harmony, operating below the stated value of excellence. The value of excellence was commonly expressed in behaviours such as “keeping costs low”, “continuous improvement” and “leading the industry”. The shadow value of harmony in its most positive expression meant people were respected and included. At its worst, it manifested in the avoidance of conflict, resulting in over-consultation, delaying and avoiding difficult decisions. As a result, excellence was hamstrung by a lack of agility and responsiveness to the changing environment and competitive pressures, with innovative ideas often deferred until unreasonably high standards of mitigation were in place.

Getting below the surface

Particularly for boards wanting a “true read” of a culture, a challenge is getting below the surface-level reporting facade. Because of its intangible nature, culture is not easily distilled into standard metrics. Complaints, grievance resolution time, staff turnover and engagement surveys provide a limited view of the dynamics underpinning the culture — but often, they are the board’s only sources of information. While they may identify a range of proxies for an explicit culture, they are of little use in identifying implicit beliefs, attitudes and behaviours that actually drive the operating culture.

A significant limitation is a reliance on self-reporting. One organisation we worked with displayed a widespread cultural practice in staff surveys and performance reviews. “Click five to stay alive” referred to the five-point Likert scales used to evaluate a leader’s performance — and to an expectation for subordinates to rate leaders as a “five” across all evaluation criteria to avoid recriminations. Not only did these reports give an inaccurate evaluation of performance, they also underlined a range of potential shadow values linked to inappropriate use of positional power, fear of reprisals and lack of trust.

Unless board members are particularly proactive through direct engagement with staff, having visibility of the actual operating culture beyond what management reports provide is difficult. While there is no substitute for direct engagement — in particular with how the executive team works — using tools that better uncover shadow values can help boards better see the risks and opportunities below the surface — and thereby govern more effectively.

John Neil is Director of Innovation and Michelle Bloom Director of Consulting and Leadership at The Ethics Centre. They offer Shadow Value Assessments, working directly with organisations to identify and remedy the alignment gap between the official values and the lived culture and behaviours. Find out more. 

 

 


Market logic can’t survive a pandemic

For decades, neoliberalism has fuelled enormous scepticism about the role of government.

Whereas the ‘invisible hand’ of market forces is used as a synonym for efficiency and progress, the ‘dead hand’ of bureaucracy congers up waste and delay. But after decades of bad press, the Covid-19 pandemic seems to be restoring Australia’s faith in government.

Almost nobody, in Australia at least, trusts the market to solve a pandemic. Over the past 10 months, Australians have assumed that their elected representatives, and the bureaucracies they oversee, will solve all manner of problems on our behalf. And, by and large, the Australian public’s faith in government has been well placed.

It was the federal government, not the travel industry, that suddenly closed our international borders on March 2020 to slow the spread of the virus into Australia. It was the state premiers who closed our state borders to slow the spread within Australia. And, via the formation of the National Cabinet, our state and national leaders have delivered clearer messages, simpler rules, and more effective policies than almost any other government in the world.

Needless to say, mistakes were made. Passengers should not have disembarked from the Ruby Princess, Melbourne’s hotel quarantine system should have been better, aged care homes should have been provided with better information and more support, and the tracing app developed by the federal health department has been a waste of time and money.

But, despite the mistakes, Australia is largely virus-free with an economy that is starting to grow again. And trust in Australian political leaders has risen to record levels. State premiers, in particular, have surged in popularity as they stepped in to protect their residents.

Nobody thinks that ‘market forces’ could have done a better job of protecting Australians from Covid-19. Indeed, the sharpest criticism from the Coalition of Daniel Andrews is that he relied too heavily on private security guards and didn’t rely heavily enough on the Commonwealth’s offer to provide troops to guard the hotels. Think about that. Daniel Andrews is being criticised for not relying on the public sector enough!

When a vaccine finally arrives, how will we decide who gets it first? Will we ‘leave it to the market’ and let drug companies set whatever price they want or will we develop clear (bureaucratic) rules for which vulnerable groups and key workers will get it first at zero price?

Governments aren’t perfect, and neither are markets. We have always relied heavily on governments to provide health, education and transport infrastructure and we have always relied heavily on markets to provide food, clothing and entertainment. Different countries, at different points in time, make different choices about how and when to rely on the government, with voters ultimately having the final say.

While it is clear that the Covid-19 pandemic will have a lasting impact on Australia’s economy, society and democracy, what is not clear is what shape that impact will be. Will we wind back the deregulation of our privatised aged care system that led to the untimely death of so many vulnerable Australians? Will we invest more heavily in public health? Will we expand and modernise our public transport system to make it less crowded? Or will we just go back to cutting taxes and cutting spending on services?

The economic language of neoliberalism has had a profound impact on our public debates, our public institutions, and perhaps most importantly, our collective expectations of what governments can and can’t do.

But as any Australian who has watched the enormous death toll and economic destruction taking place in the US and much of Europe can see, the Covid-19 pandemic has made it clear that government intervention, political leadership and a strong sense of community are essential for addressing some problems.

It’s not inevitable that Australians will translate their new-found faith in governments into support for more government action on issues like climate change, inequality or the liveability of our cities. But it’s not impossible.

After decades of hearing that governments are the problem, Australians have just seen for themselves how effective governments can sometimes be.

Despite the Covid-19 crisis, Australia is one of the richest countries in the world, and while we can afford to do anything we want, we can’t afford to do everything we want.

Neoliberal rhetoric about the inherent inefficiency of government action has for decades stifled debate about which problems we would like the government to fix and which problems we are happy to leave to the market. But the new reality is that everyone agrees that governments have an important role to play in solving big problems.

Should we have a ‘gas fired recovery’ or a ‘green new deal’. Should we invest heavily in public housing or provide tax breaks for individual property investors? While it shouldn’t have taken a pandemic to provide it, at least we finally have room in our public debate to ask such questions.

This project is supported by the Copyright Agency’s Cultural Fund.


There’s something Australia can do to add $45b to the economy. It involves ethics.

Australia faces a perfect storm. An economic deficit, a global pandemic, an uncertain future of work, and long-term social and environmental change around the climate crisis and reconciliation with Indigenous Australians to name but a few.

Adding to this magnitude of challenges are the low levels of trust Australians have in our leaders and our neighbours. In fact, research has found that only 54% of Australians generally trust people they interact with, and as a nation we score ‘somewhat ethical’ on the Governance Institute’s Ethics Index 

How do we navigate the road ahead? One thing is abundantly clear: we need better ethics. That’s why we commissioned Deloitte Access Economics to find out the economic benefits of improving ethics in Australia.  

The outcome is The Ethical Advantage, a report that uses three new types of economic modelling and a review of extensive data sets and research sources to mount the case for pursuing higher levels of ethical behaviour across society. 

For the first time, the report quantifies the benefits of ethics for individuals and for the nation. The ethical advantage is in, and the findings are compelling. They include:  

A stronger economy: If Australia was to improve ethical behaviour, leading to an increase in trust, average annual incomes would increase by approximately $1,800. This in turn would equate to a net increase in total incomes of approximately $45 billion. 

More money in Australians pockets: Improved ethics leads to higher wages, consistent with an improvement in labour and business productivity. A 10% increase in ethical behaviour is associated with up to a 6.6% in individual wages. 

Better returns for Australian businessesUnethical behaviour leads to poorer financial outcomes for business. Increasing a firm’s performance based on ethical perceptions, can increase return on assets by approximately 7%.  

Increased human flourishing: People would benefit from improved mental and physical healthThere is evidence that a 10% improvement in awareness of others’ ethical behaviour is associated with a greater understanding one’s own mental health.  

The report’s lead author and Deloitte Access Economics partner, Mr John O’Mahony, said:

“No one would seriously argue that pursuing higher levels of ethical behaviour and focus was a bad thing, but articulating the benefits of stronger ethics is more challenging.”

“Our report examines the case for improving ethics as a way of addressing these broader economic and social challenges – and the nature and extent of the benefits that would accrue to the nation if we got this right.” 

The report also identifies five interlinked areas for improvement for Australia and its approach to ethics, supported by 30 individual initiatives: 

  • Developing an Ethical Infrastructure Index  
  • Elevating public discussions about ethics  
  • Strengthening ethics in education  
  • Embedding ethics within institutions  
  • Supporting ethics in government and the regulatory framework 

The findings and recommendations demonstrate the value of The Ethics Centre’s continued contribution to Australian life. For thirty years, The Ethics Centre has aimed to elevate ethics within public debate, organisations, education programs and public policy. Executive Director of The Ethics Centre, Dr Simon Longstaff said the findings validate the impact of those activities and reveals the potential that can be unlocked with greater support.  

“The compelling moral argument that ethical behaviour binds a society and its institutions in a common good is now, thanks to Deloitte Access Economics’ research and modelling, also a compelling economic argument. Best of all, we need not be perfect – just better.”  

A copy of The Ethical Advantage can be found at this link.  


Our economy needs Australians to trust more. How should we do it?

Imagine for a moment that your neighbour is a sweet, polite elderly man.

His partner has died and he lives alone. He has no family to speak of, and one day, his lifelong habit of purchasing lottery tickets pays off. He wins $50 million.  

Suddenly, your brain starts ticking over. Statistically speaking, your neighbour doesn’t have too many years left. And when he dies, he’s likely to leave behind an enormous inheritance. What if you were the person he trusted to bequeath some of his wealth to? What would you do to earn his trust with so much on the line? Would you lie? Manipulate?  

It’s important for us to ponder this, because new research from The Ethics Centre suggests Australia finds itself in a similar situation. According to figures produced by Deloitte Access Economics, if Australia was able to elevate its national trust score from 54% – its current level – to 65%, it would unlock $45 billion in GDP. 

With so much on the line, it would be understandable to see political leaders and businesses looking for the fastest, most effective way to build trust. We assume more trust is better than less trust. However, that’s an assumption we need to be cautious of. “I have an issue with the connection of trust with growth,’ says Rachel Botsman, Trust Fellow at Oxford University’s Said Business School and author of Who Can You Trust?   

“Trust,” Botsman explains, “is not always the goal. It’s intelligently placed trust.”

Consider this from the perspective of the elderly man in our imaginary story. For him, growing more trusting of his neighbour is only a good thing if his neighbour deserves to be trusted. If he trusts a dishonest neighbour who just wants his inheritance, that growth in trust isn’t something to celebrate. In fact, this increased trust is dangerous to him.  

When we take the thought experience and apply it to Australia’s economy, the point still stands. As individuals, we don’t want to be more trusting of governments, organisations or markets unless they deserve our trust. Even if higher trust levels are good for GDP, it’s only good for us if it’s earned in the right way – ethically. 

“Trust is the social glue of society,” says Botsman. To manipulate that – because it can so easily be manipulated and tracked in terms of growth – feels wrong.”  

Botsman has spent years speaking to businesses and governments about trust and encouraging them to value it. Today, she’s worried lots of her audience have missed her message. 

She says, “I start this conversation about trust in organisations,and then a year later it’s become a commercial strategy. They’re trying to assess the return on investment, and, it’s like ‘nothat’s not that’s not I meant!  When I meant ‘value’  I didn’t mean economic growth.”   

Botsman worries about the effects of framing discussions around trust in the language of business and capitalism. Trustworthy decisions “might result in some kind of short-term financial loss, so it’s problematic that loss is caught up in the language of finance and money.”  

Katherine Hawley, Professor of Philosophy at the University of St Andrews, and author of How to Be Trustworthy, defines trustworthy people as those who avoid unfulfilled commitments and broken promises. Basically, Hawley sees trustworthiness as the absence of untrustworthiness. Untrustworthy people make promises they can’t keep and fail to meet their obligations. If you don’t do these things, you’re probably a trustworthy person.  

However, Hawley is quick to add that being trustworthy doesn’t necessarily guarantee that people will actually trust you. “There can be a significant gap between whether you are trustworthy and whether people can see you to be trustworthy,” she says.  

Botsman agrees, “one of the hardest things to get your head around with trust is that even if you behave in a way that you think is the most trustworthy, you are still not in control of whether that person gives you their trust.

This is one reason why Botsman has begun to advise organisations to stop thinking about building trust, and start thinking about acting with integrity, “because the language of intentionsmotiveshonesty and whether they best serve the interests of customers is much harder for companies to hide behind than questions of trust.”  

A focus on integrity also helps prevent us from seeking trust in an undifferentiated way – not caring whether it’s intelligent trust or not. It shifts our focus away from what other people are thinking and toward our own activities.

“You would hope that people would want to be ethical, not just seem to be ethical,” says Hawley. However, in case that principle doesn’t persuade some people, Hawley offers a word of caution. She describes a phenomenon called betrayal aversion’, “People get more angry in situations in which they first trusted and then found out that was a mistake than when they just didn’t trust in the first place.”  

This idea, which comes from the work of behavioural economist Cass Sunstein, is sober warning to those who see trust as a tool – something to be collected because it’s useful for growth, profit or advantage. The risk for these businesses is that if people come to find out this was going on, or even find out that was their motive, then that could be worse for them.”  

There is a strong moral argument – especially during a recession – for pursuing economic growth. For some, the importance of growth is likely to be enough to justify pursuing trust by any means possible. However, Hawley gives us a good reason to pause.  

Chasing trust in the wrong way is something untrustworthy people do. And that makes the trust you accrue a bad investment – it’s fragile. The slower, more carefully accumulated relational trust might not offer the same returns in the short term, but it’s based on something more stable: ethics.