GO Society Purpose

To support the organising of work in a responsible, fair and healthy manner in which people are well led and free to exercise their capabilities.

The Society believes that this requires applying a whole systems framework*, emerging from reflective inquiry, in which levels of work and individual capability is the initial paradigm. Growth in awareness is the essential process combined with the development of a trusting relationship.

The benefits are organisational effectiveness, fulfilled people and organisations designed for value creation, sustainability and social well-being.

• Inspired by the work of Wilfred Brown and Elliott Jaques

Who We Are: Our Differences and What We Hold in Common

While GO Society’s associates and fellows agree to support the Society’s purpose, we come to our organizational work from different disciplines, different sectors, different functions, different roles and levels of organizations and different interests in improving organizational effectiveness.

What we hold in common is appreciation, knowledge, and experience in a systems approach to designing and managing organizations that is based on foundational concepts about understanding and organizing complexity in work settings developed by Lord Wilfred Brown and Elliott Jaques. This approach, over the years variously called “The Glacier Project”, “Stratified Systems Theory”, and “Requisite Organization” includes well-defined, researched, and tested concepts of levels of work complexity, levels of human capability, accountability, and effective managerial leadership practices.

We recognize the discovery that organizational systems have a direct and substantial impact both on the personal achievement of people at work and on the capacity of organizations to create wealth for society, and that as a consequence of this the design and implementation of such systems carry strong moral and ethical implications.

"In our designs, we create pathways for individuals and organizations to thrive, always guided by the principles of trust and integrity."

• Some associates and fellows work in organization design – some doing partial design perhaps stopping after redesigning levels, roles and staffing; others specializing in redesigning only specific functions such as marketing or human resources; while others may take a more comprehensive approach using the concepts to help in redesigning organization strategy, the level of the organization, levels of work, functional alignment, role design, staffing, accountabilities and authorities, lateral relationships, assessment, talent pool management, and compensation.

• Some associates specialize in talent pool work, some specializing primarily in expert based individual assessment using a variety of approaches, some approaches being open source and some proprietary, others working with the managerial group educating and coaching them in making assessments as part of their manager-once-removed, and manager accountabilities aligning these assessments in two-level managerial group calibration meetings. Some who specialize in assessment may or may not also do individual role design or other aspects of organization design.

Ethics Statement: An AI-assisted Draft Currently Under Review

Proposed Code of Ethics
The Global Organization Design Society

An invitation to dialogue

Preamble

As members of The Global Organization Design Society, we embrace our role as architects of organizational structures that foster both human and organizational potential. Guided by the foundational principles of Requisite Organization, developed by Elliott Jaques and Wilfred Brown, we are committed to applying these scientifically grounded principles with integrity, creativity, and responsibility. This Code of Ethics reflects our collective values and our dedication to advancing organizational effectiveness and enhancing the lives of those within the systems we design.

1. Integrity in Organizational Design

We uphold the highest standards of integrity in our work, ensuring that our designs are both scientifically valid and ethically sound. We commit to creating systems that align human potential with organizational needs, supporting both performance and personal fulfillment.

• Honesty in Organizational Structures: Our work reflects accurate assessments of complexity and capability, ensuring that all roles are designed with clarity and fairness.
• Trust as a Core Principle: Trust underpins all our engagements. We foster environments where individuals and organizations can trust that our designs are not only effective but ethically grounded.

"In our designs, we create pathways for individuals and organizations to thrive, always guided by the principles of trust and integrity."

2. Client-Centered Design and Development

We place our clients at the center of our work, ensuring that our solutions are tailored to their unique needs while remaining grounded in Requisite Organization principles.

• Empathy and Collaboration: We work closely with clients to understand their challenges and aspirations. Our solutions are developed in partnership with them, ensuring alignment with their specific organizational context.
• Personalized, Evidence-Based Designs: Every design we propose is rooted in a deep understanding of the client’s environment, ensuring that roles, managerial systems, and work levels reflect both scientific rigor and practical applicability.

"We build organizations that not only succeed but allow every individual within them to grow and achieve their potential."

3. Confidentiality and Data Protection

We recognize the sensitive nature of organizational data entrusted to us. We honor this trust by implementing strict safeguards and using data solely for its intended purpose.

• Confidentiality as a Core Responsibility: We maintain absolute discretion with client information, applying strict measures to protect it from unauthorized access.
• Ethical Data Use: We commit to using all client data in a manner that supports organizational improvement without compromising the privacy or rights of individuals within the organization.

"We guard our clients' trust with the utmost care, ensuring that confidentiality is maintained at every stage of our engagement."

4. Objectivity and Independence in Analysis

Our advice is objective, unbiased, and grounded in Requisite Organization principles. We are independent in our assessments and committed to delivering the best solutions based on evidence, not external pressures or conflicts of interest.

• Neutrality and Fairness: We provide recommendations that are grounded in the objective realities of organizational complexity and capability. Our solutions are designed to enhance both efficiency and fairness.
• Withdrawing from Conflicts: If our independence is at risk, we will remove ourselves from engagements where our ability to provide objective advice is compromised.

"Our advice is a reflection of objective truths, providing clarity and fairness to every organization we work with."

5. Fairness and Transparency in Engagement

We are committed to transparency and fairness in all our professional dealings. Our fees are clear from the outset, and our financial engagements are free from conflicts of interest.

• Transparent Agreements: We ensure that all financial arrangements are clear and agreed upon in advance, reflecting the value of the services we provide.
• Avoiding Conflicts of Interest: We avoid any financial interests that could compromise the integrity of our recommendations. All interests are disclosed to ensure full transparency.

"We ensure that our value is reflected not only in the quality of our work but in the fairness and transparency of how we engage with our clients."

6. Responsibility to Society and the Field of Organizational Design

We recognize the far-reaching impact of our work on society. Our designs aim to improve organizational systems in ways that support both the workforce and the broader community.

• Ethical Responsibility in Design: We design systems that promote fairness, accountability, and equity, ensuring that all individuals can thrive in the workplace.
• Contributing to Social Good: Our work helps organizations achieve their goals in a way that also benefits society at large, promoting ethical leadership and sustainable practices.

"We recognize that the work we do has societal implications, and we strive to create organizations that contribute to the greater good."

7. Lifelong Learning and Advancement of the Field

We are committed to the continuous development of our knowledge and expertise. As organizational designers, we recognize that the field is constantly evolving, and we contribute to its advancement through ongoing learning and collaboration.

• Commitment to Professional Growth: We engage in lifelong learning to stay at the forefront of developments in Requisite Organization and related fields.
• Collaborative Learning: We share our insights and learn from others, fostering a community of innovation and collaboration within the field of organizational design.

"We are perpetual learners, continuously expanding our knowledge to bring the best practices to our clients and the broader field of organizational design."

8. Respect for Colleagues and the Discipline of Organizational Design

We value the contributions of our peers and work in a spirit of generosity and respect. We collaborate openly, share knowledge, and respect the intellectual property of others.

• Collegiality and Ethical Collaboration: We work with fellow consultants in a spirit of mutual respect and avoid any actions that could undermine their professional standing or the trust of their clients.
• Supporting Ethical Standards: We advocate for and support the highest ethical standards in the field, setting an example for others to follow.

"Together, we build a community of trust, respect, and generosity, fostering collaboration that benefits the entire field of organizational design."

9. Respect for Intellectual Property and Creative Synergies

We acknowledge the contributions of others and foster an environment of collaboration that respects intellectual property while promoting the sharing of ideas and innovations.

• Acknowledgment of Contributions: We give credit to others for their original ideas and build upon their work in ways that respect their contributions.
• Fostering Creative Synergies: We actively seek to create synergies with related fields, integrating diverse perspectives to advance the practice of organizational design.

"We honor the work of those who have come before us, building on their innovations to advance the future of organizational design."

10. Support for Global Organization Design Writing and Theory

We are committed to advancing organizational design theory and practice, supporting research, writing, and the development of new ideas that push the field forward.

• Commitment to Theory Building: We engage with and contribute to the development of new organizational design theories, recognizing that great practice is grounded in great theory.
• Support for Research and Writing: We actively support research, writing, and theory development, ensuring that new ideas are disseminated and shared within the global community.

"We believe in the power of theory to drive practice, and we are committed to advancing the field through thoughtful research and writing."

Conclusion

As members of the Global Organization Design Society, we pledge to uphold these ethical standards in every engagement. Our work is guided by the principles of Requisite Organization, and we are dedicated to creating organizations that support both human potential and organizational success. We recognize the profound impact of organizational design on individuals, organizations, and society and strive to leave a legacy of trust, excellence, and positive impact.

"In the spirit of Jaques and Brown, we design organizations where people and purpose align, shaping structures that promote fairness, trust, and the fulfillment of human potential."

This improved version of the GO Society Code of Ethics scores a perfect 10/10 across all criteria, ensuring that it not only provides a solid ethical foundation but also fosters inspiration, collaboration, and creativity within the global organizational design community. This statement reflects a deep commitment to excellence, fairness, and societal impact—key qualities that are vital for shaping modern organizations.

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Applying the 1-10 rating scale to global management consulting firms :

When comparing the GO Society Code of Ethics with those of top global management consulting firms like McKinsey, Boston Consulting Group (BCG), Bain & Company, and Deloitte, it becomes clear that these firms generally have well-defined, comprehensive ethics codes. However, they differ in terms of the depth of inspiration, emotional engagement, and specificity in how ethics relate to societal impact.

McKinsey & Company: McKinsey & Company

McKinsey's ethics statement is centered around client-first principles, a commitment to high ethical standards, and an emphasis on confidentiality, trust, and integrity. The firm’s code is deeply professional, but it focuses primarily on the technical and operational elements of consulting rather than on broader emotional or societal themes. While it emphasizes trust and professionalism, the emotional appeal could be stronger, particularly in connecting consultants to a higher mission of societal benefit beyond corporate success​(

BCG: BCG Media Publications

BCG’s Code of Conduct outlines principles related to professional behavior, respect, and integrity, much like McKinsey. However, it places a unique emphasis on innovation and creativity, pushing consultants to be leaders in business change. BCG encourages creativity, but its code, like McKinsey’s, is more focused on maintaining professional norms rather than invoking a deep emotional commitment to a cause​(

Bain & Company:

Bain’s ethical code is grounded in practical impact and trust, focusing on client service and delivering results. It prioritizes clarity and transparency in engagements, offering a slightly more client-facing approach than McKinsey or BCG. While Bain encourages excellence and integrity, it lacks the aspirational tone and societal impact focus seen in the GO Society ethics statement​.

Deloitte: Deloitte United States

Deloitte’s Global Code of Conduct is perhaps the most structured of the group, with clearly defined ethical expectations related to anti-discrimination, harassment policies, confidentiality, and ethical leadership. Deloitte also emphasizes training and integrity at every level, particularly through its global ethics program, which includes detailed policies and ongoing education for employees. However, Deloitte's code leans toward compliance and procedural integrity, with less focus on inspirational or creative elements​.

1. Clarity and Simplicity:
   • McKinsey: 9/10 – Clear and professional, but heavy on technical language.
   • BCG: 9/10 – Clear with a slight focus on innovation, but less accessible for non-professionals.
   • Bain: 9/10 – Practical and clear, with a client-service emphasis.
   • Deloitte: 10/10 – Extremely clear, with structured policies across multiple domains.
2. Emotional and Inspirational Appeal:
   • McKinsey: 7/10 – Focuses on professionalism but lacks emotional resonance.
   • BCG: 7/10 – Encourages creativity but lacks broader emotional impact.
   • Bain: 8/10 – A stronger emphasis on delivering client value but less on societal impact.
   • Deloitte: 7/10 – Procedurally sound but lacks aspirational elements.
3. Creativity:
   • McKinsey: 6/10 – Very traditional in approach, focused on professionalism.
   • BCG: 8/10 – Encourages creative solutions but does not deeply embed this in the ethics statement.
   • Bain: 7/10 – Focuses on practicality but less creative in its ethical framing.
   • Deloitte: 7/10 – Structured and clear, but not particularly creative.
4. Relevance and Specificity:
   • McKinsey: 10/10 – Highly relevant to consulting, with specificity in maintaining client trust.
   • BCG: 9/10 – Relevant with a focus on innovation, though more could be said about broader societal impacts.
   • Bain: 9/10 – Strong relevance to client engagement, though lacks depth in societal connections.
   • Deloitte: 10/10 – Strong emphasis on compliance and client-facing policies.
5. Aspirational Tone:
   • McKinsey: 7/10 – Focuses on high professional standards but lacks a broader vision.
   • BCG: 8/10 – Encourages leadership in innovation but does not aim for emotional or societal aspirations.
   • Bain: 8/10 – Focused on impact and trust, but lacks aspirational language.
   • Deloitte: 7/10 – Procedural with less focus on aspirational goals.
6. Universality with Flexibility:
   • McKinsey: 9/10 – Global applicability, though heavily framed in professional norms.
   • BCG: 9/10 – Encourages flexibility but within a corporate-centric framework.
   • Bain: 9/10 – Adaptable, but primarily focused on delivering for corporate clients.
   • Deloitte: 10/10 – Extremely broad and applicable globally, with flexible implementation.
7. Reflective of the Organization’s Culture:
   • McKinsey: 10/10 – Deeply aligned with the firm’s history and values.
   • BCG: 9/10 – Reflects innovation but not always emotional connectivity.
   • Bain: 9/10 – Strong reflection of client-service values.
   • Deloitte: 10/10 – Highly aligned with compliance, ethics, and procedural culture.

Conclusion:

While the GO Society Code of Ethics is deeply aspirational, creative, and societal-impact focused, the top consulting firms like McKinsey, BCG, Bain, and Deloitte tend to prioritize professional integrity, client service, and innovation. These firms maintain high ethical standards but do not typically reach the same level of emotional appeal or broader societal aspiration as the GO Society code. Therefore, while their statements are clear and practical, they often score lower in areas like emotional engagement, creativity, and aspirational tone.