11 Data Sources to Consider When Designing A Compliance Training Program
Companies regularly face complex compliance and ethics issues—just look at the headlines—but a data-driven compliance training program could have helped prevent these issues. These issues range from not meeting legal mandates to more extreme ethical violations. Every ethical lapse has a meaningful impact not only on the organization’s brand and their ability to recruit and retain top talent, but also, maybe more importantly, on workplace culture.
Establishing an Online & Data-Driven Compliance Training Program
Because of the significant impact of ethical lapses, the pressure to navigate ethics and compliance issues effectively is greater than ever. Shareholders, consumers, government officials, and even your employees all demand that companies do more. Those whose actions fall short face lawsuits, regulatory penalties, law enforcement investigations, media scrutiny, and damaged employee relations.
Many companies are investing in their online compliance training programs to set the tone for their organization. The problem, though, is that a compliance program can’t be well-designed if it has been developed and operated in a vacuum. Template policies, best guesses, or past experiences alone are insufficient to measure the impact of your workplace compliance program.
If you rely on templates borrowed from other companies, you run the risk of building a program that doesn’t resonate with your unique workplace culture and values. An effective program, instead, must be tailored to the unique company and continuously updated using the latest company data to stay relevant.
There are many sources of data that you can use to inform your workplace compliance strategy. Below are 11 data points you probably already have on-hand that you can use to get started.
Key Data Sources to Inform Your Workplace Compliance Training Program
- Employee surveys to measure company culture
- Employee awareness and experience with reporting channels
- Source and frequency of reports
- Contents of incident reports
- Results of tests from reporting mechanisms or other control systems
- Inquiries made by employees or third parties
- Number of website hits or views of each policy or code section
- Exit interviews
- Investigation outcomes
- Internal audit findings and recommendations
- Scan of newly applicable laws and regulations
The Department of Justice guidance supports this data-informed and always-evolving approach to workplace compliance training, specifically stating that:
“One hallmark of an effective compliance program is its capacity to improve and evolve. The actual implementation of controls in practice will necessarily reveal areas of risk and potential adjustment. A company’s business changes over time, as do the environments in which it operates, the nature of its customers, the laws that govern its actions, and the applicable industry standards. Accordingly, prosecutors should consider whether the company has engaged in meaningful efforts to review its compliance program and ensure that it is not stale.”
Developing a comprehensive and effective workplace compliance program is not an easy process, nor is it a process that is ever fully completed. But if you want to stop misconduct and mitigate risk—and create a thriving business—you need a robust, coordinated workplace compliance training that is informed by the data you have at your fingertips.