True Office Learning Blog

Training in the workplace is a common occurrence. Whether training fulfills agency guidance, such as ethics training, or has to do with job duties, such as sales database training, employees all go through a learning process to become better at their jobs. However, being present for training doesn’t mean that employees are getting the most out of what is communicated. To really make a difference, training should assist individuals in becoming more productive and compliant employees.

Developing a comprehensive corporate compliance training program can be an intimidating task. Thankfully, during the past year, the Department of Justice (DOJ) released two guidance documents that businesses can use as a roadmap. Although both documents were developed as internal guidance for DOJ investigators, they function to provide companies in all industries with a blueprint of an effective compliance program, which includes training.

What are the characteristics of an organizational culture of compliance? Does it feature a strong commitment to compliance principles? Adequate budget and resources that support those principles? Recognition of and reward for compliant behavior? Accountability and consequences? Employees who feel inspired to act compliantly and safe to report violations?

A culture of compliance includes all these strengths, cemented by leadership fully committed to the ideals of ethics in action. When the C-suite embraces compliance, employees follow. When leaders merely accept compliance as something they “have to do,” employees may adopt the same apathy and put the business at risk.

In addition to the day-to-day obligations that are paramount to running a business, employers must comply with regulatory requirements addressing such issues as anti-corruption, antitrust, data privacy, cybersecurity, ethics, and financial crimes. Keeping abreast of new laws and the constantly evolving regulatory environment can be overwhelming to even the most seasoned corporate compliance professional. However, being caught in violation of any regulatory obligations can lead to costly fines and lawsuits for businesses. 

Avoiding conflicts of interest in a corporate or organizational setting is every employee’s responsibility—and not just a concern for executives. The risk is real, and the consequences for allowing an incident to happen can be severe.

The mere appearance of a conflict of interest is often just as damaging as a real violation. The credibility, integrity, and reputation of the organization can be harmed (perhaps irreparably), which will sting even more if employees aren’t quite sure what they did wrong.