The HR department plays a key role in compliance management. This article explains how HR professionals can rise to the challenge.
Confidential reporting systems promote a speak-up culture
Whistleblowing systems that ensure confidentiality help employees to feel confident reporting misconduct and unethical behaviour and increase the likelihood that these violations will be addressed and resolved. Employees can discuss ethical dilemmas with HR or compliance via confidential and anonymous reporting channels.
The task of the HR department is not only to advocate for a reporting system, but above all to encourage employees to actually report violations. The system should be visible so that all employees can easily find it – for example, in a prominent place on the intranet or publicly accessible on the company website.
Limiting risk preventively
In addition to all the cultural aspects of compliance work, the HR department must also address risks within its own ranks:
- What happens if an HR colleague takes a bribe?
- How can HR processes be made fair and transparent?
- Do HR colleagues adhere to the Code of Conduct and demonstrate the company’s values?
The HR department not only needs answers to these questions but must also put processes in place which, in the best case scenario, prevent unethical behaviour from even occurring. At the same time they need to respond appropriately to compliance violations when these arise.
This article was written in cooperation with our partner VESTIGA Consulting.