培育职场尊重与员工敬业共融的企业文化 Cultivating a Culture of Respect and Employee Engagement in the Workplace

Cultivatinga

CultureofRespect

andEmployee

Engagementin

theWorkplace

ANAVEX

EBOOK

NVEX

TableofContents

3

Ethics,Risk&ComplianceTraining–

YourOrganization’sCulturalFoundation

6

HarassmentandAnti-RetaliationTraining–

YourKeytoCreatingaPositive

WorkplaceCulture

8

HowtoAddressWorkplaceHarassment

intheAgeofRemoteWork

10

CreatingaNo-ToleranceApproach

toRetaliation

12

HowtoEffectivelyCommunicate

withtheBoardAboutEthics,

Risk&ComplianceTraining

14

HR,L&DandCompliance–Howthis

PartnershipCreatesBest-in-Class

TrainingPrograms

NAVEX

Ethics,Risk&Compliance

Training–YourOrganization’sCulturalFoundation

Whenanemployeejoinsaneworganization,

oneofthefirstexperiencestheyhaveduringtheonboardingprocessiswithethics,riskandcompliancetraining.Beyondcommunicatingcriticalinformationtohelpthecompany

maintainregulatorycompliance,thesetrainingcoursesareanopportunityforthebusiness

todemonstratethecultureandvaluesthe

workforceisexpectedtouphold.

topics–includingeLearning,email,in-person,virtual,blendedandinstructor-led–arealsoincluded.

BeyondtheculturaltouchpointE&Ctrainingoffers,effectivetrainingcanhelpyourorganization:

.Createacultureofethicsandrespectthroughclearlyoutliningculturalpriorities

.Efficientlyprovideemployeeswithinformationtheyneedtoknowtodotheirjob

Deliveringastrongintroductiontoyour

corporateculturerequiresseveralconsistent

practicesandmultiplestakeholders.Starting

duringtherecruitingprocessandpersisting

asanongoingdiscipline,corporateculture

needstobecreatedfromthetop-downand

infusedthroughouttheorganization.Onecrucialcomponenttocorporatecultureisethicsand

compliance–andasafirstintroductionto

yourorganization’sstanceonethics,riskandcomplianceisitstrainingprogram.

Whyisethics,riskand

compliancetrainingimportant?

Ethics,riskandcompliancetrainingincludesconduct,compliance,employmentlawand

informationsecuritytraining.Thisbroad

definitionincludestopicsasdiverseasworkplaceharassment,diversity,equityandinclusion,codeofconduct,cybersecurityandanti-briberyand

corruption.Further,allformsoftrainingonE&C

.Preventmisconductbycommunicatingexpectationsdefinitively

.Establishalegaldefenseintheeventofamisstep

.Avoidlitigationaltogetherbyestablishingandpracticinganethicalandcompliantculture

Thoughlegalstandardsonwhatcompliancetrainingmustinclude,certainbestpracticeswillhelpyour

organizationmaintaincompliance.Afterall,goingbeyond“check-the-box”requirementsandthe

minimumrequirementsshouldbeagoalforany

organizationthatstrivesforethicsandcomplianceasacoreculturalvalue.

HowmatureisyourE&Cprogram?

Whetherjustgettingstartedorreevaluating,themostimportantstepistoidentifyyourprogram’smaturity.Thiswillinformyourprogram’sobjectives,identify

weakspots,anddeterminehowmuchbudgetyouwillneedtoadvanceyourprogrammaturity.

3

4

NAVEXalignswiththeECIHigh-QualityProgrammaturitymodel,usingthefollowingratingsto

categorizeE&Cprogrammaturity:

.Underdeveloped:EthicsandComplianceprogramactivitiesdonotexistorarenotfoundationaltotheorganization;where

programsdoexist,theyaredecentralized

.Defining:EthicsandComplianceprogramisestablished,butisnotembracedbytheorganizationandoperatestactically

.Adapting:EthicsandComplianceprogramisbeginningtoembedwithaccountabilityassignedforkeyethicsandcompliance

risks;consistencyislacking

.Managing:EthicsandComplianceis

embeddedwithprogramcontrolsand

proceduresoperatingasanintegralpartofbusinessprocesses

.Optimizing:ProgramactivitiesfollowbestpracticeinEthicsandComplianceprogrammanagement,andexternallyexhibits

leadershipinthefield

Mostpeoplereadingthisblogwouldprobably

statethatachievinganoptimizedandconsistentE&Cprogramistheendgoal.Andyet,survey

datafromthe

2022DefinitiveRisk&Compliance

BenchmarkReport

revealsthatonly62%of

organizationshaveaRisk&Compliancetrainingplaninplace.

Iftheoldadage,“thosewhofailtoplan,plan

tofail,”ringstrue,it’sworthaskingyourself

whereyourorganizationtrulyfalls–bothonthematurityspectrumandincompletenessofE&Ctrainingplans.

NAVEX

Elementsofahigh-qualityprogram

Decidinghowoftenyoushouldtrainisnotanexact

science.Andalthoughthereisnosingleuniversal

standard,therearetwosimpleterms–periodicand

effective–foundinawidearrayofregulationsand

guidance.Inimplementingtrainingthatisbothperiodicandeffective,organizationsreapthebenefitswhile

maintainingregulatorycompliance.

5

Anotherimportantfactoristoimplement

risk-basedtraining.WhilethisisarequirementbytheU.S.DOJ,allorganizationscanbenefit

fromusingthisstrategy.Regulatorswillwant

toknowif,fromarisk-basedperspective,is

yourorganizationsufficientlytrainingtherightpeopleontherighttopics?Iftheanswerisnotaresounding“yes,”thereisworktobedone.

Exploringtheimpactoftraining

Thevaluescommunicatedinethics,riskand

compliancetraining,thequalityofthetraining

content,andstrategicallytargetedtraining

topicsallinterplaytohelpshapethecultureof

yourorganization.Betweenthevaluesespousedinthe

codeofconduct

andthematerial

representedin

E&Ctraining

,theseinitialtouchpointsareculturaldriversforthecompany.

NAVEX

Creatingacultureofethics,complianceandrespectstartsintherecruitingprocess,throughonboarding

andintotheemployee’scareer.Periodicallyrefreshingtheworkforceonsubjectsapplicabletothemthat

demonstratethecompany’svalues,withquality

trainingisoneofthemanytoolsinthetoolboxusedtobuildandpropagateculture.

Nottobeignoredisthestrongcorrelationbetweencultureandreputation.Whencultureisprioritized,profitabilitywillfollow–andthoseorganizations

thatbelieveotherwiserisk“abovethefold”new

storiesexposingatoxicculture.Organizationswithstrongworkplaceculturegenerallyexperience

betterretentionandsatisfactionandhaveapositiveperceivedreputation.Whilebothmaybedifficulttocalculatethetangiblevalue,companieswiththoseattributestypicallyhavebetterperformance.

NAVEX

Harassmentand

Anti-RetaliationTraining

–YourKeytoCreatinga

PositiveWorkplaceCulture

Workplacecultureisperhapsoneofthemost

importantaspectsofacompany.Withprofoundimpactsonemployeeretention,profitabilityandevenreputation,moreattentionisbeingpaid

tohowbusinessesdobusiness,andcultureisalargepartofthis.Notonlyisthereanincreasedlevelofscrutinyfromthepublic,theworkforceisfarmoreempoweredto

reportissuesof

misconductexternally

,especiallyiftheyfeeltheirconcernsarenotproperlyaddressedortakenseriouslyinternally.Allofthisistosay,creatingahealthyworkplaceculturetakes

intention,andworkplacesdescribedas“toxic”arelikelytofaceamplebacklasheventually.

Definingworkplaceharassmentandretaliationtraining

Workplaceharassment

and

retaliationtraining

is

designedtoeducateemployeesaboutwhatconstitutesunacceptablebehaviorintheworkplace,andtoprovidethemwiththetoolsandresourcestheyneedtoaddressandpreventtheseissues.Thistypeoftrainingcan

takemanyforms,fromin-personworkshopstoonlinecourses,butthegoalisalwaysthesame:tocreateaworkplacewhereallemployeesfeelsafe,respected

andvalued.Morefrequentlyinthelargelydistributed

workforce,onlinecoursesareanefficientwayto

trainemployeesandcommunicatevalues,whilealsoadheringtoregulatoryrequirements.

Atoxicworkplaceculturecanmanifestina

varietyofways,frombullyingandharassment

Harassmenttrainingincludestopicssuchasbullying,discrimination,andsexualharassment,aswellas

todiscriminationandretaliation.Theseissues

whatretaliationagainstthosewhoreportthese

havenegativeimpactsonemployeemoraleandproductivityandcanevenleadtolegalissuesforthecompany.Storiesaboutsexualharassment,executivemisconduct,andunsafework

environmentsdominatetheheadlinesfrequentlyandhavecostlyconsequences.Inshort,creatingapositiveworkplacecultureshouldbeapriorityformyriadreasons.Oneeffectivewaytopreventatoxicworkplacecultureisthroughharassmentandretaliationtraining.

issuescanlooklike.Whatretaliationconsistsofisanuancedconversation,somakingsuretheworkforceisawareofthevariouswaysretaliationcantakeformisimperative.Employeesshouldbemadeawareof

thelegaldefinitionsofthesebehaviors,aswellasthecompany’s

policiesandprocedures

foraddressing

them.Thishelpscreateaclearandconsistentunderstandingofwhatisandisnotacceptablebehaviorintheworkplace.

6

7

Educatingtheworkforceon

howtoaddressharassment

andretaliation

Anotherimportantcomponentofharassment

andretaliationtrainingisteachingemployees

howtorecognizeandaddresstheseissues.

Thisincludesprovidingthemwithexamples

ofthetypesofunacceptablebehavior,aswell

asensuringtheyknowhowtoreportincidents

andprovidingthemwithresourcesforsupport

andguidance.Thisincludeseasyaccesstoan

internalreportinghotline,companypolicies

andevangelizingaspeak-upculturewithin

theorganization.Further,employeesshould

bemadeawareofthecompany’sprocedures

forinvestigatingandresolvingcomplaints,as

wellasthepotentialconsequencesforthose

whoengageinunacceptablebehavior.When

employeeshaveanunderstandingofthepoliciesandprocess,theyhavegreaterassurancethe

companytakestheseissuesseriouslyandare

morelikelytoreportinternally,instillingtrustinthesystem.Thebottomline:whenorganizationsaddressissuesaroundworkplaceharassment

andretaliationeffectively,resolutionisfasterandlesscostlythanreportsthatescalatetoregulatorybodies.

Seesomething,saysomething

Anotherbestpracticeincreatingacultureof

respectandaccountability,isprovidingtrainingonbystanderintervention.Thisincludesteaching

employeeshowtorecognizeandintervene

whentheywitnessharassmentorretaliation,

andhowtosupportandempowerthosewho

haveexperiencedtheseissues.Bystander

interventiontrainingcanhelptocreateasenseofcommunityandsharedresponsibility,and

empowersemployeestotakeactionwhentheywitnessunacceptablebehavior.

NAVEX

Harassmentandretaliationtrainingshouldbe

conductedonaregularcadenceandprovidedtoall

employees,includingmanagersandsupervisors,whoplayacrucialroleinpreventingandaddressingtheseissues.Employersshouldalsoconductregulartrainingsessionstoensureemployeesareawareofthemost

recentbestpracticesandguidelines.

Creatingacultureofrespect

andaccountability

Inadditiontotraining,employersshouldalsotake

stepstofosteracultureofrespectandaccountability.Thisincludespromotingdiversity,equityand

inclusion,creatinganeffectivesystemofreporting

anddisclosure,andholdingemployeesaccountable

fortheiractions.Employersshouldalsocreateasafeandconfidentialprocessforemployeestoreport

harassmentandretaliationandensurecomplaintsareinvestigatedpromptlyandfairly.

Workplaceharassmentandretaliationtrainingare

crucialtoolsneededtoavoidatoxicworkplaceculture.Ineducatingemployeesaboutwhatconstitutes

unacceptablebehaviorandprovidingthemwiththe

toolsandresourcestheyneedtoaddressandpreventtheseissues,employerswillcreateaworkplacewhereallemployeesfeelsafe,respectedandvalued.By

prioritizingacultureofrespectandaccountability,employerscreateanenvironmentwhereeveryone

feelsempoweredtospeakoutagainstharassmentandretaliationandtoworktogethertocreateapositiveandproductiveworkenvironment.

Whiletrainingisnottheonlyaspectofcreatinga

cultureofrespectandaccountability,itcertainlyservesasthefoundation.Clearlyoutliningorganizational

valuesinthe

codeofconduct

,providingresourcesforreportingincidentsandmakinginquiries,andholdingemployeesandleadersaccountablefortheirconductallfactorintoyourworkplaceculture.

NAVEX

HowtoAddressWorkplaceHarassmentintheAgeofRemoteWork

Thepastthreeyearshavebroughtmanychangestohowandwhereworkisdone.Whatstartedas

aresponsetotheglobalpandemic,remoteand

hybridworkisnowheretostay.Andthisparadigmofworkcomesseveralculturalshiftsandnew

concernsforComplianceandHRtoaddress.Onceofwhichishowtoaddressworkplace

1.Onlinecommunicationstendtobemorecasual

andconversationalintheirtone.Andwhen

peoplewritecasually,theycansometimesforgetthattheystillneedtobeprofessional.

2.Texts,instantmessagesandemailsallow

peopletoquicklyandinstantlyreachout

toco-workers,askingquickquestionsand

harassment,whichhasalsoevolvedtothenew

gettingquickresponses.Intherushtogetthe

waysofworking.Thispostdiscussesworkplaceharassmentinremoteandhybridenvironmentsandtheimportanceofleveragingtrainingtohelpcreateacultureofethicsandrespect.

Whatdoesworkplace

harassmentlooklikeinremoteenvironments?

Whilemanyofusareusedtoblatantexamplesofworkplaceharassmentoftendisplayedintrainingvideos,harassmentinaremoteenvironment

isfarmorenuancedthaninappropriate

commentsinthelunchroom.Forexample,manyorganizationslikelyexperiencedanincrease

inadoptionofinstantmessaginginthelast

fewyears.Now,sendingaquickmessagetoaco-workerisnowthenorm.However,there

areseveralriskswiththisformofinformal

communication.Considerthefollowingrisksyoumayhaveencounteredwithusinginstantmessagingtocommunicate:

messagesacross,however,abbreviationscanbemisinterpretedandcontextcangetlost,which

cangiverisetomisunderstandings.

3.Haveyoueversentamessagewhenyou

wereangryorirritated–onlytoregret

sendingitashorttimeafterward?Inonlinecommunications,angercancomeacrossasbullying–orevenharassment.

Thesubtletiesofvirtualharassment

Someformsofworkplaceharassmentaresimple

toidentify.Forexample,whenthinkingofsexual

harassmentintheworkplace,mostofuscanrecallscenariosofunwantedcommentsorcontact.Butinavirtualenvironment,harassmentcanbefarmoresubtleandjustasinvasive.Whilevirtualharassmentcanbeeasilydocumentedintheformofemailsand

instantmessages,otherexamplesincludeintentionallywearingoffensiveclothingorhavingitemsinthe

background(orvirtualbackgrounds)thatcouldbeconsideredharassment.

8

9

Alsoconsiderhowprolificsocialmediais

todayandhowpersonalaccountscanleadto

cyberbullyingintheworkplace.Bullyingacross

platformsisnotanewconcept,butitiscertainlyincreasingasissueslikeworkplacecivilityareontherise,accordingtorecentNAVEXhotlinedata.

Despitebesteffortstoavoidit,virtual

harassmenthappensinsideandoutsideworkinghours.Thiscantaketheformofunwanted

directmessagesorcomments,inappropriate

imageandpostsharing,disclosingpersonal

informationwithoutpermission,andmanymore.Addressingworkplaceharassmentinavirtual

environmentrequiresacombinationofvigilanceandestablishinganethicalculture.

Howtoavoidworkplace

harassment

Toooften,instancesofharassmentareswept

undertherugandallowedtopersist–creatingatoxicworkenvironment,decreasingmoraleandincreasingturnover.

Ensuringaharassment-freeworkplacestartswithcreatingacultureofethicsandrespect.

Bestpracticesincludehavingastrong

codeof

conduct

,clear

policies

,effective

compliance

training

,anda

hotlineandincidentmanagement

program

thatenablesthoroughfollow-upand

datatohelpspottrends.

Yourcodeofconductsetsthetoneforhow

yourorganizationexpectsemployeesto

conductthemselves–insideandoutsideofthe

workplace.Thisdocumentisapowerfultool

thatcommunicatesorganizationalvaluesandexpectationsforemployeeconduct.

Policiesandproceduresalsoplayarolein

establishingwhatconsequenceswillfollow

inappropriateconduct.Employeesshouldknowexactlywhatisexpectedofthemandhowyour

NAVEX

companywillrespond.Further,policiesshouldbe

easilyaccessibleandkeptup-to-datetoensurethose

seekinginformationdonotfacebarrierstoinformation.

Compliancetraining

isoneofthefirstandmost

consistenttoolstoreachemployeeswithimportant

messaging.Investinginonlinetrainingthatishigh-

qualityandrelevant,aswellaslegallyvettedtoalign

withregulatoryguidanceisafundamentalstepin

preventingworkplaceharassment.Allemployees

andmanagersshouldtakecompliancetrainingat

onboardingandatregularintervalsthroughouttheir

tenure.Notonlyis

workplaceharassmenttraining

requiredbyseveralstatesintheU.S.,qualitymaterialsreflectingmodernscenariosarenecessaryto

resonatewithyourworkforce.Specifically,workplace

harassmenttrainingisrecommendedannually,

whereassomeothertopicsarerecommendedonaless-frequentbasis.

Aneffectivehotlineandincidentmanagementprogramallowsforpropermanagementofincidentsasthey

arereported.Consistentdocumentationiskeyto

identifyingtrendsandrepeatoffendersandenablesorganizationstoprovideadditionalsupportwhere

neededtoaddressharassment.Datafromhotline

intakepaintsavividpictureofyourorganization’sculture,andifavoidingworkplaceharassmentisontheagenda,thisisagreatplacetostart.

Finalwords

Creatingaculturethathaszero-tolerancefor

harassmentisarguablymoredifficultinremoteandhybridenvironments.Whileworkplaceharassmentisnotanewproblem,remoteandhybridwork,

socialmedia,andthecomplexitiesofahighlyvirtualworldaddtothedifficultyinaddressingit.However,

throughclearvaluesandpolicies,closeattentiontohotlinereporting,andeffectiveharassmenttraining,organizationscandefinitivelyaddressthisissue.

NAVEX

CreatingaNo-ToleranceApproachtoRetaliation

Overone-quarter(28%)oforganizations

surveyedinour2022RegionalWhistleblowingHotlineBenchmarkReportdidnotconfirm

thatananti-retaliationpolicywasapartof

theirorganization’sconfidentialreportingandinvestigatoryprogram.Asimilarnumberof

respondents(29%)didnotindicatethattheircompanyhadareportinghotlineorinternal

channelforwhistleblowerstoraiseconcerns.

That’sahugeproblem.Here’swhy.

Establishclearanti-retaliationpoliciesandprocedures

Thefirststepguidingemployeeactionsand

organizationalexpectationsisclearpoliciesandacodeofconductoutliningacceptablebehaviors.Thispolicyshouldhighlightchannelsforreportingwrongdoing,

suchasaconfidentialhotline,anonlineportal,or

evenananonymousemailaddressforemployeeswhodon’twanttodisclosetheiridentity.Channelsmustbecommunicatedtoemployeessotheyknowhowand

wheretoreportanyissues.

Bynothavingasolidanti-retaliationpolicy,you

risksendingamessagetoemployeesthattheir

voicesarenotvaluedandthatspeakingout

againstwrongdoingisdiscouraged.Thiscanleadtoatoxicandhostileworkplaceenvironment–

underminingtheirtrustandnegativelyimpactingmorale.Facedwiththeprospectofretaliatory

behavior,concernedemployeesmaybetooafraidtoreportanypotentialmisconductorviolations.Thisalsorisksyourorganization’sethicalorlegalviolationsgoinguncheckedandunresolved.

Inmanycountries,retaliatoryactionsareillegalandcanresultincostlylitigationandfines.And

asfearofretaliationcanbeabarriertofixing

otherorganizationalissues,it’scrucialtoaddressyourstanceonretaliationproactively.

So,whatcanyourbusinessdotoimplement

effectiveanti-retaliationpoliciesand

procedures?

Thepolicyshouldincludespecificlanguageprohibiting

retaliationagainstareporter.Toimproveawarenessofemployeeswhomaynotunderstandfullywhatthismeans,thisshouldalsohavealistofthebehaviors

classifiedasretaliation,includingpassivebehaviorssuchasnotprovidingequalworkopportunities

andleavingemployeesout,aswellasmoreactivebehaviors,suchasharassmentandcyberbullying.

Policiesshouldmakeclearthatthereisnotoleranceforretaliationandoutlinethedisciplinaryprocessforwhathappensifsomeoneactsinaretaliatoryway.

Createanopendialoguearoundbusinessissues

Thesecondstepistoworktowardsspeakingupasanormalpartoftheeverydaybusinessprocessaroundmanagingriskandemployeewelfare.Thisgoes

beyondpoliciesandmustbealiving,breathingpartoforganizationalculture.

10

11

Acultureofsilencearoundissuesseenor

heardmeanstheriskofmanagementmissing

outonvaluableinformation–allofwhichcould

potentiallyimprovehealthandsafety,reducerisk,andenhanceoperationsovertime.Bypositivelyframinghowraisingconcernsisbeneficialinthelongterm,organizationsmovetowardsaculturewhereeveryonewouldbewillingtospeakup

iftheyseesomethingwrong.Thiscreatesan

environmentwhereretaliatorybehaviorcannotthriveandrisksareidentifiedfarearlier.

Encouragefeedbackatalllevels

Asathirdstep,organizationsshouldencourageemployeestoprovidehonestfeedbackon

anyissuestheymaybeexperiencinginthe

workplace,especiallyiftheyareawareanissuehasalreadybeenraisedinasimilararea.

Thiscouldincludefocusgroupsorsurveyswhereemployeescanprovideanonymousfeedback

tohelpriskandcompliancemanagersidentify

areasthatmightneedaddressingbeforethey

becomerealproblems–andthereforetakingthepressureoffindividualswhomayneedtospeakupbyidentifyingissuesasawhole.

Importantly,positiveactionshouldbe

encouragedandpromotedbysharingwhat

theorganizationhasdonetocorrectproblems

identifiedthroughareport.Whetherthisis

misconductorretaliatorybehavior,transparencyoverthestepstoresolveissuesraisedisan

excellentwayofearningemployeetrustandcultivatingahealthyspeak-upculture.

NAVEX

Providetrainingonrecognizingretaliation

Anothercrucialstepistoprovideregular

whistleblowing,reportingandretaliationtrainingforallemployees.Thistrainingshouldcovertopicssuchaswhatconstitutesretaliation,howtorecognizeit,

howtoreportit,andwhatprotectionsareinplace

forthosewhodoreportit.Thisshouldberolledout

regularlyaspartofnewemployeeonboardingandtoremindexistingemployeesoftheresourcesavailable.

Employeesandmanagersshouldalsobetrainedon

whattolookoutforiftheyaremadeawareofpotentialretaliatorybehaviortowardsateammemberorotherparty.Thiswillhelpensurethatallstaffmembers

understandtheirrightsandresponsibilitiesaround

informationorreportsdisclosedandthattheseissuescanbehandledsensitively.

Investigatecomplaintsthoroughly

Finally,organizationsmustensurethatanyreportsofpotentialretaliationaretakenseriouslyand

investigatedpromptlyandthoroughlybyqualifiedpersonnel.Allfindingsshouldbedocumented,andappropriatecorrectiveactionshouldbetaken.

Bytakingthesesteps,organizationscancreatean

environmentwhereemployeesfeelsafespeakingupabouttheirconcernsandfeelthatissuesraisedaren’t

simplyfiledawayandforgottenafterresolution.

Withclearwhistleblowingprocedures,regular

trainingsessions,andencouraginganopenculture,

organizationscanensurethepeopleraisingconcerns

aboutbusinessissuesormisconductarenot

mistreatedafterward.

NAVEX

HowtoEffectively

Communicatewiththe

BoardAboutEthics,

Risk&ComplianceTraining

Ethics,riskandcompliancetrainingisessentialforensuringallemployeesunderstandand

adheretothecompany’svalues,mission,andlegalrequirements.Andasoutlinedearlier,

itplaysacrucialroleincreatingapositive

andproductiveworkplaceculture.However,

investinginqualityethics,riskandcomplianceeducationrequiresbuyonfromsenior

leadershipandtheboardofdirectors.Toooften,complianceisthoughtofasa“check-the-box”

initiative,sogainingtractiontoinvestinthis

canbeachallenge.Assuch,itisimportanttobeabletoeffectivelycommunicatethevalueand

returnoninvestmentfromqualityethics,riskandcompliancetrainingandcomprehensivecomplianceprograms.

3benefitsofqualitytraining

Oneofthekeybenefitsofqualityethics,risk

andcompliancetrainingisthatithelpsprevent

unethicalbehavior.Byprovidingemployees

withaclearunderstandingofthecompany’s

valuesandcodeofconduct,compliancetrainingcanhelptopromoteacultureofintegrityand

accountability.Thiscaninturnreducetheriskofunethicalbehaviorsuchasfraud,embezzlement,

discriminationandmore.

Anotherimportantbenefitofthistrainingisthatimprovesemployeemoraleandproductivity

andcommunicatesthatthecompanypromotes

ethicalbehavior.Whenemployeesunderstandandadheretothecompany’svalues,theyaremorelikely

tofeelasenseofprideandcommitmenttothe

organization.Moreandmore,theworkforcegravitatestoorganizationsbasedonhowtheydobusinessand

thereisamuchlowerpublictoleranceforunethical

companies.Whenorganizationsclearlycommunicateexpectationsaroundthisandpracticethesevalues,itleadstoincreasedengagementandjobsatisfaction,whichinturnimprovesproductivityandperformance.

Inadditiontothesebenefits,ethicstrainingcan

alsohelptoprotectthecompanyfromregulatory

enforcementandreputationalrisks.Intoday’shighly

regulatedbusinessenvironment,companiesface

significantlegalandfinancialpenaltiesforunethical

behavior.TheU.S.DepartmentofJustice(DOJ)is

makingthispointclearwithincreasedenforcement

andheavypenaltiesfororganizationsthatdonotmakeagood-faitheffort.Qualityethics,riskandcompliancetraininghelpsensureemployeesunderstandand

complywithrelevantlawsandregulationsand

communicatesculturalvalues,thusreducingtheriskofcostlylegald