Compliance isn’t just about following regulations and policies, it’s also fundamentally about people. A people-centric compliance culture, one that prioritizes the human element in adherence to rules and standards, has become a linchpin of thriving businesses and institutions.

People-centric compliance culture encompasses the shared values, attitudes, behaviors, and norms within an organization that promotes ethical conduct and adherence to regulatory requirements. It goes beyond formal policies and procedures, permeating every level of the organization. A robust compliance culture inspires employees to act with integrity, make ethical decisions, and take responsibility for their actions. It ingrains compliance as an integral part of the organization’s identity, guiding day-to-day operations and strategic decision-making.

What is people-centric compliance?

A people-centric compliance culture places human values and ethical principles at the core of an organization’s compliance efforts. It is an approach to compliance that prioritizes individual needs, behaviors, and well-being within an organization. It acknowledges that compliance isn’t merely a checkbox on a list, but a collective commitment to ethical behavior, integrity, and the well-being of all stakeholders.

The importance of people-centric compliance lies in its ability to create a positive and ethical work environment, mitigate risks, and promote sustainable business practices. Here are some key reasons why it is important:

Ethical culture

People-centric compliance strongly emphasizes ethical behavior, promoting a culture of integrity and responsibility. When employees are aware of the importance of compliance and understand the ethical implications of their actions, they are more likely to make decisions that align with the organization’s values.

Employee engagement and morale

A people-centric compliance approach involves empowering and engaging employees in compliance processes. When employees feel that their voices are heard, their concerns are addressed, and they are actively involved in shaping compliance policies and procedures, it enhances their sense of ownership and commitment to the organization.

Encourages Reporting of Concerns

In a people-centric compliance culture, employees are more inclined to report concerns or potential violations without fear of retaliation. This openness is critical for identifying and addressing compliance issues before they escalate

Risk mitigation

The cost of non-compliance is high. Compliance programs should identify and address potential risks by focusing on people more effectively. Employees are often the first line of defense against compliance breaches, and when they are well-informed and trained, they can help prevent misconduct, fraud, and other compliance failures.

Reputation and trust

Organizations prioritizing people-centric compliance build a reputation for ethical practices and responsible behavior. This can enhance trust among customers, business partners, and stakeholders, leading to stronger relationships, increased credibility, and improved brand value.

How to build a people-centric compliance culture and framework?

Creating a people-centric compliance culture requires a concerted effort and a holistic approach.To build a people-centric compliance framework, consider the following steps:

Leadership commitment

Senior leaders should set the tone from the top by demonstrating a strong commitment to ethical behavior and compliance. They must communicate the importance of compliance, establish clear expectations, and ensure adequate resources are allocated to compliance efforts.

Employee engagement and training

Involve employees in the compliance process by providing regular training, communication, and opportunities for feedback. Encourage open dialogue and create channels for reporting concerns and seeking guidance. Foster a learning culture that promotes continuous improvement and knowledge sharing.

Clear policies and procedures

Develop comprehensive compliance policies and procedures that are easy to understand and accessible to all employees. Ensure that they align with relevant laws, regulations, and industry standards. Regularly review and update policies to reflect changes in the business environment.

Risk assessment and monitoring

Conduct regular risk assessments to identify potential compliance risks and vulnerabilities. Implement monitoring mechanisms, such as internal audits and compliance reviews, to detect and address compliance gaps. Encourage employees to report potential issues without fear of retaliation.

Encourage Reporting

Establish anonymous reporting mechanisms and assure employees that reporting concerns will not lead to retribution. Regularly remind employees of these channels and encourage their use.

Incentivize Ethical Behavior

Reward and recognize employees who consistently demonstrate ethical behavior and compliance. This reinforces the importance of these values within your organization.

Recognition and accountability

Recognize and reward ethical behavior and compliance achievements. Hold individuals accountable for compliance failures through appropriate disciplinary measures. Promote transparency in disciplinary actions to maintain the credibility of the compliance program.

Continuous improvement

Establish assessments, audits and other mechanisms for evaluating the effectiveness of the compliance program. Regularly assess the program’s impact, collect employee feedback, and make necessary adjustments to address emerging risks and evolving regulatory requirements.

Seek Feedback

Regularly seek feedback from employees on the effectiveness of your compliance program and the culture surrounding it. Use this feedback to make necessary improvements.

Foster a Culture with Empathy

Foster a culture of empathy within your organization. Recognize that individuals make mistakes, and focus on education and growth rather than punitive measures when appropriate.

Remember that building a people-centric compliance program is an ongoing effort that requires commitment, communication, and adaptability. By prioritizing the well-being and ethical conduct of individuals within your organization, you can create a compliance culture that supports long-term success and sustainability.

By embracing a people-centric compliance approach with the support of platforms like VComply, organizations can not only meet their regulatory obligations but also foster an ethical and responsible environment. This not only safeguards the organization from legal and reputational risks but also enhances employee engagement, trust, and overall organizational success. Investing in a people-centric compliance platform like VComply is a step toward building a resilient compliance culture that the people within the organization drive.

At VComply, we understand organizations’ challenges in building a compliance culture. That’s why we offer a cloud-based Governance, Risk, and Compliance (GRC) solution that can help you streamline your compliance management processes.

Request a demo today to learn more about how VComply can help your business.