A sobering report from Gallup revealed that less than half—only four out of 10—employees with knowledge of unethical behavior report it. Even though your organization might say ethics and moral behavior are among its top values, day-to-day operations might tell different stories. Why is this, though? Many employees don’t believe leadership would do the right thing if the unethical dealings were brought to their attention. This is an issue, but one that business leaders can shift the tide of. Start by measuring employees’ trust in the moral backbone of leadership. Use that information to inform your next steps. Meanwhile, ensure managers, directors, and leaders are on the same page regarding ethical behavior and lead by example. Employees trust leaders will do what’s right only when they’ve seen them do it before. It’s also important to avoid retaliation. Employees who sound the alarm need to know there are institutional processes in place to protect them from blowback. Finally, don’t assume that ethical behavior is simply implied or inherent. Bring ethics into the forefront of your conversations and ensure that accountability is applied regardless of title or status.