American-Based Products Set Moral Manufactoring Standards

How Ethical Is American Apparel?

“Ethically Made — No Sweatshops” is the tagline for this product. On the American Apparel website, some of the first words you encounter are “American Made.” The American company, which was established in 1989, is recognized for its durable and timeless fundamentals. American Garment was previously one of the largest apparel manufacturers in the United States, and it was well-known for its “Made in the USA” slogan. Due to a series of controversies and financial difficulties, the brand was sold to Canadian sportswear producer Gildan in early 2017 and all of its locations were shut down.

However, the “Made in the USA” declaration was absent from the package.

In the words of the firm, “creating apparel may better lives while also protecting the environment, our planet, and the world in which we live.” The brand claims to be “Ethically Made – Sweatshop Free,” but we couldn’t help but wonder how true that claim was.

Environmental Impact:

The environmental performance of American Apparel is rated as ‘Not Good Enough.’ It employs organic cotton that has been certified by the Global Organic Textile Standard (GOTS) in its organic range, however this only accounts for a tiny fraction of its total product line. It repurposes waste materials generated during the production process, however it lacks proper rules for energy consumption and carbon emissions. Company also does not employ any generally established techniques to assist measurement and reporting, and there is no indication that it is taking necessary efforts to reduce or eliminate the presence of hazardous substances in its supply chain, as required by federal regulations.

For all of these reasons, we were unable to award American Apparel a better grade, and the company must put up significant effort in this area if it want to enhance its overall rating.

Labour Conditions:

The environmental performance of American Apparel is rated as ‘Not Good Enough. ‘ However, it only uses organic cotton that has been certified by the Global Organic Textile Standard (GOTS) in its organic range, which accounts for only a small portion of its total product line. However, it does not have adequate policies in place to reduce energy consumption and carbon emissions during the manufacturing process. There is also no evidence that it is taking adequate steps to reduce or eliminate the presence of hazardous chemicals in its supply chain, as evidenced by the lack of widely accepted tools to guide measurement and reporting.

For all of these reasons, we were unable to award American Apparel a higher rating, and the company must put forth significant effort in this area if it wishes to improve its overall rating.

Animal Welfare:

American Apparel utilizes wool and leather without disclosing the sources of the materials, therefore there is no assurance that they were sourced in an ethical manner. We gave the business a rating of “It’s a Start” for its animal welfare standards because, while it does not use fur, angora, down, or exotic animal skin or hair, it does offer vintage and one-off clothing created with angora.

Overall Rating: It’s A Start

According to the 2018 Ethical Fashion Report and our own research, we gave American Apparel an overall rating of ‘It’s a Start,’ which means they are making progress. Despite the fact that American Apparel is off to a good start by adopting GOTS cotton and making some progress in improving labor conditions, the company still has work to do in a few critical areas. Due to the fact that the brand does not employ any commonly recognised techniques to guide measurement and reporting, it is difficult to have a true understanding of its total influence.

Despite the fact that American Apparel claims to be “Ethically Made,” the company must assure that its employees are paid a decent wage and reveal the locations where its wool and leather are sourced before it can fully live up to its tagline.

If you’re looking for some ‘Good’ and ‘Great’ alternatives to American-style staples, we’ve located a few that fit the bill.

Editor’s note

The featured image is from of American Apparel, while all other photos are courtesy of the businesses listed. As part of its mission to promote ethical fashion, Good On You offers the world’s most comprehensive assessments of fashion businesses’ impact on people, the environment, and animals. Make use of ourDirectory to find more than 2,000 different brands. We may receive a commission on sales that occur as a result of utilizing our promotional codes or affiliate links.

Good Swap

Alternatives to American ApparelTreeBlend Classic T-Shirt – Ships internationallyTreeBlend Classic T-Shirt – Ships globally Classic Zip Hoodie – Available for international shipping. Scoop Muscle Tee – Available for international shipping. The Short Crew – Ships globally on a regular basis.

tentree

Big transformation, according to Canadian company tentree, begins with tiny steps. Simply carrying your reusable shopping bag to the grocery store, making fewer but more mindful purchases and opting to purchase sustainably when you do are all examples of little changes that may make a big difference. In order to assist in the regeneration of ecosystems and the creation of planting employment in communities throughout the world, the brand plants 10 trees for every item purchased. The company has previously planted over 65 million trees.

Most of tentree’s highly comfortable materials and simple wardrobe staples are available in sizes ranging from XS to XXL. Take a look at the rating. Tent structure for a shop.

PACT

PACT is a brand established in the United States that is excited about being a part of a movement that is changing the way apparel is manufactured. Sweatshop- and child-labor-free apparel is available across the company’s collection, and its sportswear is nearly exclusively manufactured from certified organic cotton, with more than half of the collection also being Fair Trade certified. PACT is available in sizes XS-2XL. Take a look at the rating. PACT is a retailer.

Bon Label

Bon Label’s goods are inspired by Linda Smyth’s hunt for the ultimate white shirt, and they are designed to evoke the timeless beauty and simplicity of French design. You may pair their t-shirts with your favorite pair of jeans on the weekend or a traditional pin skirt to work because they are made of 100 percent organic cotton. Bon Label does not utilize any animal products in its manufacturing and places a major emphasis on ethical labor practices, which is exactly what we are looking for. Take a look at the rating.

Citizen Wolf

Citizen Wolf employs cutting-edge technology to create high-quality, custom-fit t-shirts for its customers. As confident as the company is in its t-shirts, it assures they’ll be the greatest shirts you’ve ever worn! Using certified sustainable textiles such as organic cotton, hemp, and Merino wool milled in Melbourne, the business handcrafts each shirt in Sydney after capturing your customizations. Take a look at the rating. Citizen Wolf is a retailer.

Ethical brand ratings. There’s an app for that.

Wear the change you wish to see in the world. Download our app to learn about ethical companies and to check how your favorites stack up against the competition.

Social or Ethical Issues Companies Face in a Foreign Market

Companies are constantly seeking for new methods to become more competitive in the marketplace by offering higher-quality items at cheaper rates to their clients. One method of accomplishing this is to outsource manufacturing employment to nations with lower labor costs. Doing business in other nations, on the other hand, poses ethical considerations for US corporations to consider before establishing a global presence.

Outsourcing Production Jobs

In comparison to labor rates in nations such as China, India, the Philippines, and Mexico, wages in the United States are extraordinarily high. As a result, prominent firms are taking advantage of these wage differentials and relocating work elsewhere. One such company is Rexnord, a machine components maker located in Milwaukee that is an illustration of this tendency. In a statement to Time Inc., Rexnord said that it will close its Indianapolis facility and relocate its operations to Mexico, where labor wages average $3 an hour, compared to $24 an hour for top union employees in Indiana.

A number of other big U.S.

Working Conditions and Standards

While outsourcing manufacturing activity may result in cheaper labor costs, it also raises social and ethical concerns for management, which must be addressed as well. Working conditions in other nations are, on average, worse than those in the United States of America. Laborers are frequently required to work longer hours in uncomfortably dangerous situations with inadequate safety precautions. The Occupational Safety and Health Administration (OSHA) was established in 1970 by the United States government to establish standards for safe and healthy working environments.

The drawback of OSHA is that it costs money to fulfill and comply with all of the government rules and regulations that are in place.

Is it preferable for an overseas corporation to strive to implement OSHA requirements from its home country or to apply and accept the worse working conditions of the host country? In order to conduct effective international operations, it is frequently necessary to make concessions.

Bribery and Corruption

Not all businesses operating in the worldwide marketplace adhere to the same set of rules. Take, for example, the practice of paying state officials and international company executives. Bribery and kickbacks, for example, are common and anticipated in various Latin American countries as a regular and expected aspect of conducting business in such countries. For example, the Foreign Corrupt Practices Act in the United States bars US firms from paying bribes to foreign government officials in order to acquire economic favors and benefits.

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The German government, for example, acknowledges bribes made to foreign government officials and permits these payments to be deducted from one’s income tax.

They may not be in direct violation of the Corrupt Practices Act, but they may come dangerously close to doing so.

The drive to generate profits puts a strain on the ethics codes of these managers, making it difficult for them to provide results and maintain their employment.

Gifts and Favors

Most businesses in the United States have standard written policies governing the acceptance of gifts and the amount of money that can be spent on them. Managers of international operations would prefer to have clear rules, but there is currently no standard that can be developed that is universally applicable across cultures and recognized practices across all foreign nations. Every country is unique in its own way. Gift-giving is generally acceptable in most societies, although it may be deemed unethical in others, depending on the culture.

A tiny, thoughtful present will be especially appreciated by a German colleague who lives in the United States.

It is recommended that certain colors of wrapping paper be avoided, and that if a reciprocal gift is given, it should never be unwrapped in front of everyone.

In order to be pleased, a Japanese businessman wants to receive a present that is commensurate with his level of rank.

The importance of understanding the local norms of gift-giving is critical to doing the right thing and avoiding embarrassment when an incorrect present is made.

Using Child Labor

According to UNICEF estimates, nearly 150 million underage children throughout the world are employed in dangerous environments for lengthy periods of time at a time. Because they live in extremely destitute nations, these youngsters are compelled to labor in order to pay for their families’ financial needs. Somalia, Pakistan, India, Nigeria, and Bangladesh are the countries with the worst human rights records. Child labor is used extensively by big garment manufacturers, who are among the greatest consumers of child labor since many of the activities in the supply chain are better performed by children than than adults.

Garment retailers put pressure on their suppliers to keep costs down and shipment times as short as possible.

Human Rights Issues

Adults are also impacted by working in horrible conditions; children are not the only ones who suffer as a result. Many foreign nations, in contrast to the United States, prohibit their citizens the ability to assemble, engage in collective bargaining, strike, and even to bargain for improved pay and working conditions with their employers. The rules governing the enforcement of employee rights are weak or non-existent in many of these nations, and workers have few options through which to express their dissatisfaction with dangerous working conditions.

Is it possible for a business to enforce its own human rights policies on the host country, or is it necessary to accept the horrible circumstances?

Work Standards and Conditions

The absence of human rights rules might make it difficult to enforce work standards and create work environments that are acceptable to all employees. Even in the United States, the application of performance and quality standards that are clearly stated and anticipated might be problematic. In environments where employees have little or no possibility of getting increased salaries or reaching better living circumstances, it is possible that there are no incentives to improve performance.

Workplace Diversity and Equal Opportunity

Despite the fact that significant progress has been made in the United States in terms of developing a more diversified workforce and equal opportunity, the same cannot be said for other countries. In the United States, much emphasis has been placed on the development of diverse workforces that represent a diverse range of races, genders, and backgrounds. Corporations collaborate with local schools and colleges to educate and train kids in order to prepare them for the jobs that are now available in the industry.

Employee diversity and equal opportunity are not as important in other nations as they are in the United States. Policies implemented by US corporations in their international operations may not always be positively appreciated.

Social and Cultural Considerations

Understanding the distinctions across cultures might be the difference between success and failure in a worldwide business. Each country has its own set of customs, history, traditions, and code of ethics that are unique from the others. One hurdle is the difference in languages. When engaging with overseas connections, businesses must frequently rely on the services of translators. Unfortunately, words do not always convey the same meaning when they are translated, which can lead to misunderstandings or misinterpretations of ideas, sentiments, and feelings between speakers.

While there are more women in higher-level business roles in the United States, this is not the case in other nations.

When scheduling meetings or appointing managers for overseas subsidiaries, multinational corporations must take into consideration the gender hierarchy in the countries where they operate.

The Role of Religion

Religion may have a significant influence in the lives of people living in other nations. Business practices and social norms that would be ordinary and acceptable in a Christian-dominated society may be seen disrespectful and completely undesirable in Islamic countries, according to the World Economic Forum. Even if Americans want to “cut to the chase” and avoid lengthy discussions, this would be regarded exceedingly impolite in Islamic countries. In order to get their thoughts through, Muslims like engaging in long, meandering narratives.

Understanding the role and depth of a religion’s influence on business practices is critical to reaching successful agreements

Political and Legal Issues

Even in distant places, religion may play a vital influence. Business methods and social conventions that would be ordinary and acceptable in a Christian-dominated society may be seen disrespectful and completely unacceptable in Islamic countries, according to the World Bank. Even while Americans want to “cut to the chase” and have a dialogue, doing so would be regarded exceedingly disrespectful in Islamic countries. Muslims like engaging in long, meandering narratives to convey their messages to their audiences.

Understanding the role and depth of a religion’s impact on business practices is essential in order to get a successful agreement.

Risk of Foreign Governments

The ability to stay on top of the political winds in a host nation is essential if the firm wants to be allowed to function or else it runs the danger of having its assets, plant, and equipment taken. What will happen if a new political party gains control? Companies in the United States have more freedom to operate, and they have a legal system to turn to for protection and justice if things go wrong.

Some foreign governments, on the other hand, can simply decide to confiscate a company’s assets on the spur of the moment, with no recourse available to the corporation. Take, for example, Venezuela’s recent seizure of assets from US oil firms as an illustration.

The Impact on the Environment

Keep abreast of the political winds in a host nation if you want to continue operating, or you may face the prospect of having your company’s assets and facility taken. Was there any discussion on what might happen if a new political party were to emerge? Ultimately, US-based businesses have greater operating freedom because of the existence of an established legal system through which they may seek protection and justice. Some foreign governments, on the other hand, have the authority to confiscate a firm’s assets on the spur of the moment, with no recourse available to the corporation.

Different Views on Business Practices

Business activities that are unlawful or frowned upon in the United States are frequently permitted or accepted in a wide range of other nations. Companies that join global markets with a well-established code of ethics, on the other hand, have a greater chance of establishing a favorable worldwide image, which in turn leads to a larger market share and higher profits over time. The list of social and ethical challenges, as well as marketing ethics in international commerce, that businesses must deal with on a worldwide scale is extensive and complicated.

An organization that is contemplating establishing an overseas operation must carefully analyze all of these considerations before making a commitment.

How Do Business Ethics Differ Among Countries?

Fair dealing and moral behavior are important aspects of business ethics, however the practical ramifications are not particularly significant: The goal of business ethics is to build trust amongst persons who are involved in commercial transactions. Over time, the established pattern of ethical (or unethical) behavior of a company contributes to the development of the company’s reputation. Policies governing a company’s business ethics should include a broad variety of activities and dangers, including corporate governance, insider trading, bribery, discrimination, social responsibility, and fiduciary obligations.

With worldwide expansion comes the possibility of encountering norms that are different from their own, whether for the better or for the worst.

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Setting Standards

Business ethics are molded and influenced by the laws of the country in which the firm is headquartered. In other circumstances, such as the minimum wage, environmental requirements, and worker safety restrictions, these laws serve as a starting point. Other legislation establishes wide obligations and standards for honesty and fairness in business transactions. In their field, some businesses seek to achieve the gold standard for ethical business practices, while others only perform the bare least to comply with regulatory requirements.

It doesn’t matter if a company is engaging with an existing partner or a new customer; business ethics dictate that the same standard of behavior should be followed while conducting business with any customer anyplace.

The Global View

If a firm wishes to grow abroad, it may find it important to review its ethical policies to ensure that they adequately address the possibility of unforeseen scenarios arising. Business ethics can differ from one country to another, and even across different industry. Business activities that would be unlawful or at the very least frowned upon in one’s own country are frequently permitted or at the very least accepted in another.

Key Takeaways

  • A corporation might choose to tailor its business ethics to the specific needs of each market in which it operates. It is important to note that the behavior of a firm and its personnel will be evaluated in accordance with the ethical norms of the nation in which they are based. The least dangerous option is to adopt the same standards over the whole world.

Insider trading rules are weak in a number of developing countries. Bribery and kickbacks are commonplace in various Latin American nations, and they are expected as part of conducting business. In comparison to the United States, certain nations have far lower environmental and occupational safety rules for conducting business, while others have significantly greater standards.

An Ethical Dilemma

When conducting business in other nations, there are two techniques that might be adopted. If a company wants to expand worldwide, it can use the same policies and processes that it has established at home, or it can tailor its operations to meet the requirements of each country in which it operates. When conducting business in a foreign nation, at the very least, it is necessary to make adaptations to meet foreign standards that are higher than those in the home country. Employees in Germany are legally entitled to a minimum of 24 vacation/holiday days each year, if they work for the company.

The United States does not have a federal mandate for paid time off.

Having specific prohibitions against dangerous, questionable, or unlawful activity in a company’s written rules and procedures makes it less likely that management and lower-level workers would engage in such behavior.

The Hazards of Adapting

Alternatively, a corporation might adopt various rules and processes for corporate ethics in different nations, as described in the second option. One risk associated with this strategy is that the behavior of a corporation and its workers will invariably be assessed in accordance with the ethical norms of the nation in which they are located. For example, child labor is accepted and common in certain countries, while it is prohibited and unacceptable in the United States, where it is both illegal and repugnant.

It is necessary for a corporation to create its management philosophy.

Your management style determines how you interact with and manage your employees. It is because of your mindset that you manage your workers in this manner.

4 companies who succeed by focusing on ethical sourcing and manufacturing

To increase profit margins, businesses have turned to outsourcing their production as the most cost-effective method of obtaining their goods from suppliers worldwide. The emphasis on ethical sourcing is a relatively new trend in the fashion industry. Some big success stories of firms that have gone out of their way to make their sourcing and manufacturing as ethical and responsible as possible have emerged in the recent years. Companies like this not only improved the reputation of their brands, but they also made certain that people in their supply chains were treated fairly.

1. Patagonia

Patagonia, an American outdoor apparel business, has been using organically farmed cotton for all of its products since 1994, when it made the move from pesticide-intensive cotton cropping practices to organic cotton. Patagonia modified their whole supply chain to guarantee that employees are working in ecologically friendly and safe settings. Apart from that, Patagonia provides outstanding health insurance coverage for all of its employees, as well as paid paternity and maternity leave for all of them.

This excellent reputation only serves to boost the company’s brand and provides conscientious customers with an additional reason to purchase.

2. Starbucks

Starbucks is dedicated to getting 100 percent of its coffee from sustainably managed farms, and it employs a system known as C.A.F.E. (Coffee and Farmer Equity Practices) to maximize its sustainable sourcing practices. Starbucks’ C.A.F.E. sourcing system is based on four principles: quality, economic transparency, social responsibility, and environmental leadership. Quality, economic transparency, social responsibility, and environmental leadership are the four principles that underpin the system.

The coffee behemoth even employs third-party auditors to ensure that its sourcing is ethical.

Every year, Starbucks collaborates with more than 170,000 farmers and produces billions of dollars in sales income.

3. H M

H M, a clothing company, is devoted to providing openness in its supply chain. It is updated on a quarterly basis, and they provide a list of the names and addresses of 98.5 percent of their suppliers on their company’s website. Thus, businesses may be held publicly accountable for the behaviour of their suppliers, and anybody can verify if their suppliers are meeting the criteria established by the organization. Additionally, H M has a responsible sourcing objective of employing only 100 percent recycled or sustainably sourced materials by the year 2030, in addition to disclosing information about its supply chain with customers.

Many people believe that the fashion business is troublesome when it comes to selecting materials that are environmentally friendly and ethical.

In the event that a big apparel shop such as H M can demonstrate its commitment to ethical standards and sustainability while still making a profit, there is the opportunity to change this reputation if other retailers follow their lead.

4. The Dr. Pepper Snapple Group

The Dr. Pepper Snapple Group’s website includes a section on social responsibility that discusses the company’s policy surrounding ethical sourcing as well as the code of conduct that it requires each of its suppliers to adhere to. This section shows how the Dr. Pepper Snapple Group evaluates the ethics and quality of the firms from which it sources using third-party criteria from organizations such as the United Nations Human Development Index and the International Labor Association, among others.

Pepper, Snapple, and the other beverages produced by this corporation are sourced from high-quality companies that are committed to treating their employees fairly.

Pepper Snapple Group’s corporate social responsibility report details the company’s ongoing efforts to increase energy efficiency in manufacturing, minimize water use, and reduce packaging waste, among other initiatives.

Pepper Snapple Group’s suppliers.

How ethical sourcing and manufacturing improves the world and the bottom line

This area of the Dr. Pepper Snapple Group’s website is devoted to social responsibility, and it discusses the firm’s principles on ethical sourcing as well as the code of conduct that the company requires each of its suppliers to adhere to. It is explained in this section how the Dr. Pepper Snapple Group evaluates the ethics and quality of the firms that it sources from using third-party criteria from organizations such as the United Nations Human Development Index and the International Labor Organization.

Pepper and Snapple, as well as the other beverages produced by this firm, come from high-quality suppliers that treat their employees ethically, is made possible.

Pepper Snapple Group’s corporate social responsibility report.

Pepper Snapple Group are provided in this study, which is available to consumers or anyone else who is interested.

Ethical Sourcing

Human services is a profession that emerged in the 1960s as a response to the changing nature of human needs and human issues in society. With an awareness for human beings in all of their diversity, human services provide support to their customers in the context of their communities and surroundings, as defined by the Human Services Framework. Human service professionals, as well as those who train them, work to promote and develop the values and traits that distinguish human services from other professions.

The fundamental values of the human services profession include respecting the dignity and well-being of all people, promoting self-determination, honoring cultural diversity, advocating for social justice, and acting with integrity, honesty, genuineness, and objectivity in all of their dealings with others.

There may be inconsistencies between this code and applicable laws, workplace standards, cultural customs, credentialing bodies, and individual opinions.

Despite the fact that ethical codes are not legally binding agreements, they can be utilized to address concerns relating to the behavior of professionals in the human services field.

This section organizes the ethical standards into categories that are grouped around the types of people to whom ethical behavior should be applied.

Responsibility to Clients

Return to the top STANDARD 1 Human service workers recognize and build on the qualities of their clients and the communities in which they work. STANDARD 2 Human service professionals get informed permission from clients before to providing services to them at the outset of the assisting relationship, as required by law. Clients should be advised that they have the right to withdraw permission at any time, except in cases where this is prohibited by law, and they should be given the opportunity to ask questions before accepting to the services.

  1. A client’s right to privacy and confidentiality is protected by human service professionals, unless where doing so would cause substantial harm to the client or others, when agency standards specify otherwise, or under other specified circumstances (e.g., local, state, or federal laws).
  2. STANDARD 4 When it is anticipated that a client’s behavior will cause danger or injury to himself or herself or to others, the human service professional responds in a timely and professional way to ensure the safety of those persons in question.
  3. STANDARD 5 Human service workers are aware that having many relationships increases the danger of causing injury or exploitation to clients, as well as impairing their professional judgment in some cases.
  4. When this is not possible, they should consider whether the professional relationship should be avoided or restricted.
  5. Human service professionals carefully consider the possibility of exploitation or harm before engaging in sexual or romantic relationships with former clients, former clients’ friends, or former clients’ family members.
  6. STANDARD 7 Human service workers make certain that their own attitudes and biases are not forced on their customers and colleagues.
  7. Client information, whether in writing or electronic form, that is shared with other professionals must have the client’s prior written authorization, with the exception of information disclosed in the course of professional supervision or where legally required or authorized to do so.

In addition, human service professionals make certain that clients are informed of any challenges and concerns they may have about confidentiality, service issues, and how technology may negatively or favorably effect the relationship they are seeking assistance with.

Responsibility to the Public and Society

Return to the top SCHEDULE 10 Human service professionals provide services without regard to age, ethnicity, culture, race, physical or mental ability, gender, preference for a language other than English, religious affiliation, sexual orientation, socioeconomic status, nationality, or any other historically oppressed group. STANDARD 11 Human service workers have a thorough understanding of their own cultures and the communities in which they work. In today’s culture, they are conscious of diversity and its influence on both the community at large and on individuals within the community.

  • The knowledge of local, state, and federal legislation is demonstrated by human service professionals who meet the requirements of Standard 12.
  • Individuals, groups, and communities may suffer as a result of laws that are damaging to them.
  • SCHEDULE 13 Human service providers keep up to date on current social concerns that influence their clients and the community as a whole.
  • SUBSTANDARD 14 Human service workers are aware of social and political concerns that influence clients from a variety of socioeconomic backgrounds in different ways.
  • Professionals in human services advocate for social justice and work to abolish oppression, according to Standard 16.
  • STANDARD 17 Human service workers must correctly portray their credentials to the public in order to be hired.
  • They strive to prevent the perception of deception or impropriety, and if it does occur, they take prompt action to remedy it.
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Responsibility to Colleagues

Return to the top NUMBER ONE SPECIFICATION (STANDARD ONE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE-NINE- Human service providers avoid repeating the helping connection with a client that has already been established by another professional. Once they have determined that consulting with other experts who are serving the client in a different sort of relationship is in the best interest for the client, they proceed with the consultation.

In the event that a human service professional has an issue with a colleague, the professional first seeks out the colleague in an attempt to resolve the conflict.

STANDARD 21 Human service professionals respond properly to unethical and harmful behavior on the part of their coworkers and clients.

STANDARD 22 All consultations between human service providers are kept confidential, unless doing so would endanger the safety of clients or the well-being of the community.

Responsibility to Employers

Return to the beginning of the page. TABLE OF CONTENTS FOR SPECIFICATIONS ABOUT SPECIFICATIONS CONCERNING SPECIFICATIONS ABOUT SPECIFICATIONS CONCERNING SPECIFICATIONS CONCERNING SPECIFICATIONS CONCERNING SPECIFICATIONS ABOUT SPECIFICATIONS ABOUT SPECIFICATIONS CONCERNING SPECIFICATIONS CONCERNING SPECIFICATIONS CONCERNING Human service workers should avoid replicating the assisting connection with a client that has already been established by another expert.

  • When it is in the best interests of the client to do so, they consult with other specialists who are supporting the client in a different sort of relationship.
  • In the event that a human service professional has a disagreement with a colleague, the professional first seeks out the colleague in an attempt to resolve the situation.
  • STANDARD 21 Human service workers behave correctly when their colleagues engage in unethical or inappropriate behavior.
  • STANDARD 22 All consultations between human service providers are kept confidential, unless doing so would endanger the safety of clients or the well-being of entire communities.

Responsibility to the Profession

Return to the top The training, experience, education, and supervision necessary to ensure their effectiveness in working with culturally diverse individuals based on age, ethnicity, culture, race, ability, gender (including language preference), religion (including sexual orientation), socioeconomic status (including nationality), or other historically oppressed groups are sought by human service professionals who work in the field of human services.

  • In addition, they will seek to improve their proficiency in ways that are recognized to be the most effective for the population(s) with which they are tasked with interacting.
  • STANDARD 28 When faced with a legal, ethical, or other challenge, human service workers seek appropriate counsel and supervision to support them in making decisions.
  • This standard applies to all levels of human service professionals.
  • They encourage participation in professional organizations, provide support for research projects, promote educational progress, lobby for appropriate legislative measures, and participate in a variety of other professional activities.
  • When using experimental or innovative approaches, they make sure to tell their clients on the current state of the techniques as well as any hazards that may be involved.
  • Such study takes into account cross-cultural biases and is provided in a way that addresses any limitations that may have been discovered.

Aside from that, they evaluate how their public behavior may reflect negatively on themselves and their profession.

Responsibility to Self

SPECIFICATION 34 The cultural origins, attitudes, values, and prejudices of human care workers are well-aware of their own identities. It is their understanding that their cultural origins may have an influence on their interactions with others that drives their efforts to provide culturally competent service to all of their customers. The development and maintenance of healthy personal growth are priorities for human service professionals in order to ensure that they are capable of providing optimal client services.

When they discover that they are unable to provide such services due to physical, emotional, psychological, or other limitations, they provide other options for clients to choose.

Responsibility to Students

Go to topSTANDARD 37 Human service educators develop and implement culturally sensitive knowledge, awareness, and teaching methodologies.STANDARD 38 Human service educators are committed to the principles of access and inclusion and take all available and applicable steps to make education available to differently-abled students.STANDARD 39 Human service educators demonstrate high standards of scholarship in their scholarship, pedagogy, and professional service and stay current in the field by being members of their professional associations, attending workshops and conferences, and reviewing and/or conducting research.STANDARD 40 Human service educators recognize and acknowledge the contributions of students to the work of the educator in such activities as case material, grants, workshops, research, publications, and other related activities.STANDARD 41 Human service educators monitor students’ field experiences to ensure the quality of the placement site, supervisory experience, and learning experience towards the goals of personal, professional, academic, career, and civic development.

When students experience potentially harmful events during field placements, educators provide reasonable investigation and response as necessary to safeguard the student.STANDARD 42 Human service educators establish and uphold appropriate guidelines concerning student disclosure of sensitive/personal information which includes letting students have fair warning of any self-disclosure activities, allowing students to opt-out of in-depth self-disclosure activities when feasible, and ensuring that a mechanism is available to discuss and process such activities as needed.STANDARD 43 Human service educators are aware that in their relationships with students, power and status are unequal.

Human service educators are responsible to clearly define and maintain ethical and professional relationships with student; avoid conduct that is demeaning, embarrassing or exploitative of students; and always strive to treat students fairly, equally and without discrimination.STANDARD 44 Human service educators ensure students are familiar with, informed by, and accountable to the ethical standards and policies put forth by their program/department, the course syllabus/instructor, their advisor(s), and the Ethical Standards of Human Service Professionals.For more information regarding Ethical Standard please email theNOHS Ethics Chair

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