Establishing standards and procedures
Standards and policies only work when they translate values, principles and commitments into something people can apply in real situations.
We create and renew Codes of Conduct, compliance policies and related internal controls that support decision-making when situations are complex and the right answer is not obvious. The result is a clear, credible and practical framework that leaders can rely on and employees can apply in everyday work.
We support organizations in creating or renewing their Code of Conduct so it reflects real risks, real values, and real-life situations. Building on the understanding of your ethical context, we design and write Codes of Conduct that clearly articulate principles, commitments, and expectations, sets a shared reference point for decision-making and aligns with stakeholder expectations, and industry practices.
We help organizations establish clear compliance policies and related internal controls that turn expectations into practical ways of working. These may cover areas such as anti-corruption and bribery, human rights, whistleblowing and other key compliance topics.
Examples of our projects
Creating an engaging Code of Ethics for Lundbeck
Code of Conduct Company had a great pleasure to work with Lundbeck (external link) in the company’s Code of Conduct renewal project, where we created a new Code of Ethics alongside with an engaging eLearning.
We started the collaboration with a benchmark analysis and gathered information from different parts of the organization by engaging key roles and employees at large via employee survey and workshops. With careful background work, the Code content was created in collaboration with internal stakeholders, and the Code of Ethics (external link) document was visually aligned with Lundbeck’s brand with an interactive navigation. The eLearning dived deeper to important Code topics with fun and engaging animations and exercises.
From the outset, Niina – and her carefully curated team who also deserve to be called out – Sanna, Päivi and Kia – have demonstrated exceptional professionalism, deep subject matter expertise, and creativity that became the perfect blend that guaranteed the success of the project.
They worked closely with us every step of the way to ensure the content reflected our core behaviours, business expectations, and ethical/compliance obligations – while also remaining clear, relatable, and engaging for a wide global audience.”
Verina Hansson, Compliance Officer, Lundbeck
Supporting the creation and implementation of Raute’s Code of Conduct
Code of Conduct Company had the pleasure of supporting Raute (external link) in renewing its Code of Conduct. To help embed the ethical principles into everyday operations, we co-created a handbook and an eLearning that explore the practical application of ethics at work from various perspectives.
The project began with an employee survey to explore employees’ views on ethical conduct and culture. This groundwork was complemented by interviews. We also facilitated workshops that sparked dialogue and reflection on how ethical principles can guide sustainable decision-making in everyday work. The Code of Conduct aligned seamlessly with Raute’s renewed strategy, which strongly emphasizes responsibility and sustainability.
The renewed materials have received widespread positive feedback – especially the online training for its use of real-life examples. The ethical principles are a significant foundation for building Raute’s organizational culture.
Tarja Moilanen, Head of HR, Raute
Shared principles for the corporate responsibility network FIBS
Code of Conduct Company had the pleasure of partnering with FIBS (external link) on their journey to clarify the network’s shared principles. Together with FIBS and its members, Code of Conduct Company facilitated discussions through which the content and purpose of the principles were shaped. The work was carried out across four workshops, covering everything from defining the purpose of the principles to content development. The wider network was also engaged through a member survey.
The aim was not to create a detailed rulebook, but rather to define high-level principles that encourage continuous improvement. As part of the collaboration, the principles were developed into a visually engaging guide. The guide explains the shared principles and provides FIBS members with practical support for developing ethical business practices and organizational culture within their own organizations.
Creating principles for such a diverse membership was not simple. Now we have the first version – a bold attempt to start somewhere so that we can improve going forward. The guide created to support the principles can be used by our members in many ways: as a source of inspiration, as a conversation starter, or as a tool for development.
Kimmo Lipponen, CEO, FIBS ry
Q&A
A Code of Conduct gives the organization a shared ethical reference point. It should help people understand what the organization stands for, how it expects people to behave and what kind of judgement is needed when the right answer is not obvious. A good Code does not answer every possible question. It helps people reflect, ask better questions and make more responsible choices.
A Code may need renewal if it feels generic, outdated or disconnected from daily work. Other signs include low awareness, unclear ownership, inconsistent behaviour across teams or a sense that the Code exists mainly as a formal document rather than something people use.
The rapidly changing world also raises new expectations for Code work, from the use of AI and geopolitical uncertainty to a stronger focus on human rights. If employees cannot recognize how the Code relates to their own work, it probably needs to be made more practical.
The Code sets the overall direction: what matters, what the organization expects and what kind of behavior it wants to encourage. It is usually founded on the organization’s values. Policies go deeper into specific topics, such as anti-corruption, human rights, conflicts of interest or whistleblowing. Internal controls and procedures help turn those expectations into consistent practices. Together, they form a clear and practical guidance system.
The right group depends on your organization. What matters is that the key perspectives are represented: leadership, specific E&C topics and risks related to them, employee experience, legal or regulatory expectations, practical business reality and communication.
It makes responsible action easier in everyday work. Clear standards help leaders lead, employees make decisions and functions work in an aligned way. They also create a stronger foundation for training, communication, speak-up processes, internal controls and accountability.