As BP is criticized by the media and politicians, we should realize that what went wrong goes deeper than blaming a corporation.  It took more than one company, one person, and one accident to create the huge mess.  Perhaps more regulations could have helped, but the regulators themselves also have a role to play regardless of the strictness of the written codes.  There is no simple answer, but the ultimate answer and future remedies lie in the culture of the organizations.  There needs to be a culture that allows open discussion and disagreement without retaliation.  The culture should put safety first, above profits, always.  The culture should expect behaviors to not only follow laws and regulations but go beyond the bare minimum standards and codes.  An ethical culture must be established and nurtured.   HR must have a seat at the ethics table.  HR can help to create or transform organizations into ethical entities that allow all employees, at all levels, to voice openly their concerns and ideas.  HR can help to write policies that prohibit favortism and conflict of interest when working with regulating authorities.  HR can help build a strong programs with safeguards and expertise to build, test and verify processes and procedures that result in a safe, healthy and environmentally secure organization.      (above ideas gleaned from SHRM white paper June 2010)     We all have a role to play.  Remember the old saying, when we point a finger at someone, four fingers are pointing backwards.