In the first part of the course, I have examined various different topics that build the foundation for ethics. These have ranged from basic run of the mill stuff that you see every day at work, down to actually having to ponder life and the purpose of existence. I put myself in positions where I had to envision being in a compromising situation that may also threaten my principles. I have had to come up with my own mission statement, from a personal standpoint; as well as having to discern issues from an ethical standpoint through the eyes of a case study in a workplace environment. However, for purposes of this assignment, I will go a little further and address an issue from a leadership position. I will create a whole new article to supplement what is already in place with the existing code of ethics. With this, I hope to permanently cover any issues that may arise of an ethical nature. I have chosen to use the following ethical issue for this assignment: In a retail setting, profiling potential customers based on race, age, religion, etc. (for example, following a customer around while he shops because of his appearance). A code of ethics that I think that is appropriate when addressing this ethical issue would revolve around understanding that people should be treated as equals. This should not be void due to a person’s skin color. Racial profiling happens anytime there is a police initiated action solely based on the color of a person’s skin, their race, their origin, or their ethnicity. I think the perfect code of ethics would revolve around moral education. I believe that this alone would reduce the amount of racial profiling that is perpetrated by members of society every day. Case in point: There is currently a big dust up about there being racial profiling in the Madison Avenue flagship store of Barneys New York. A former employee of the store actually has spoken out in support of the allegations against the luxury department store. A “former employee, who spoke on condition she not be named for fear of jeopardizing her career in the industry, said she heard sales staff and security repeatedly rip on black shoppers: "Their card is probably not going to go through," is what they would say. ”I don't know why they come in here and want to try stuff on that they know they're not going to buy." If a black person comes in with a sweatshirt or sneakers, some of the white sales associates would be on the floor saying: 'Why are they even here? They're probably going to scam,'" said the former associate, who is black and worked at the store in 2012 and 2013. "They would say this stuff in front of me. Sometimes I would just walk away, and sometimes I would say, 'You never know.'" (Bhasin & Wilson , 2013) They even went so far as to suggest that if a black person came in with an entourage, then they must be someone famous and they did not have to be watched. The crazy thing is that this is something that is prevalent, still, in today’s society. There have been racial profiling allegations against Dillards, Kohl’s, Neiman Marcus, and even Macy’s. All were sued. There is a culture of elitism a these institutions, sort of a holier than thou attitude about patrons who do not look like them. In all actuality, this process actually probably helps some criminals, who know that they won’t be profiled if they enter the store with a minority or the same time a minority enters. The loss prevention department should be focused on a person’s behavior, not the color of their skin. Develop a Business Code of Ethics. The example I will use is the American Bar Association’s code of ethics. It’s preamble states: The American Bar Association, mindful that the character and conduct of a Judge should never be objects of indifference, and that declared ethical standards tend to become habits of life, deems it desirable to set forth its views respecting those principles which should govern the personal practice of members of the