What if the biggest legal risk inside your organization is not hidden in a contract clause or regulatory gap, but quietly embedded in everyday decisions no one stops to question? For many in-house lawyers, ethics and integrity for in-house lawyers have moved from the margins of compliance training to the center of business strategy. As organizations face growing scrutiny from employees, customers, and regulators, legal teams are increasingly expected to shape culture, not just police rules.
That shift came into sharp focus during a recent conversation with Robert Chesnut, former General Counsel and Chief Ethics Officer at Airbnb and author of Intentional Integrity. Drawing on decades of experience inside highly visible technology companies, Robert shared how the role of in-house counsel has evolved beyond legal oversight into something far more human and influential. His perspective underscores a reality many in-house lawyers recognize. Ethics and integrity for in-house lawyers do not work when they live only in policies or training modules. They work when people feel personal ownership over doing the right thing.
Watch the full conversation with Robert Chesnut here:
From Compliance to Commitment
Traditional compliance programs often rely on obligation. Employees are told what to do, what not to do, and what happens if they fail. While necessary, that approach alone rarely changes behavior. In-house lawyers see this firsthand when policies are technically followed but values are quietly ignored.
Integrity operates differently. It appeals to why people come to work in the first place. When ethical expectations are connected to a company’s mission and values, employees engage because they believe in the outcome, not because legal told them to comply. For in-house legal teams, ethics and integrity for in-house lawyers require a mindset shift. The role expands from rule enforcer to cultural architect.
Giving Ethics Away
One of the most counterintuitive lessons for in-house lawyers is that ethics cannot be owned by legal alone. When integrity sits exclusively within the legal department, it risks becoming isolated, formal, and avoided. Effective ethics programs distribute ownership across the organization.
By involving employees from different functions and regions in shaping ethical standards, legal teams ensure the guidance reflects how the business actually operates. More importantly, those contributors become ambassadors, reinforcing ethical norms within their teams. Legal’s role becomes one of coordination and support. Their focus is on ethics and integrity for in-house lawyers across the board, rather than control.
Measuring What Matters
A frequent concern for in-house lawyers is how to justify ethics initiatives without dedicated budgets or clear metrics. While integrity may feel intangible, its impact can be measured through engagement, trust, and participation. Questions raised and concerns surfaced early are indicators of a healthy ethical culture, not warning signs.
When employees feel safe speaking up, organizations can address risks before they turn into reputational damage, attrition, or litigation. Over time, stronger trust correlates with fewer disruptions and more resilient teams.
Leading by Example
In-house lawyers, regardless of title, are visible leaders. Their actions set the tone for how seriously integrity is taken. Small moments, like welcoming feedback or publicly recognizing ethical behavior, shape culture more powerfully than any policy document.
Ethics is not separate from business success. It is woven into it. In-house lawyers who embrace this responsibility do more than manage risk. They help build organizations people trust, want to work for, and believe in. This highlights the importance of ethics and integrity for in-house lawyers.
Watch the full conversation here: Notes to My (Legal) Self: Season 8, Episode 9 (ft.Robert Chesnut)
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