DYK that personal responsibility to workplace misconduct reporting has a 77% impact on employee reporting. CCOs: Encourage reporting by creating a new reporting value proposition that speaks to employees’ personal responsibility: GartnerLegal
When employees trust the transparency and fairness of the reporting and investigation processes, they are more likely to have an increased sense of personal responsibility. Yet fewer than 43% of employees believe their company maintains transparency and communicates effectively about its reporting process. Fewer than 45% believe that if they report, people will be punished only if they deserve it, innocent people will not be punished and offenders will receive a fair punishment.
Compliance leaders should make certain to emphasize that transparency and fairness are important pieces of the reporting and investigation process in any and all communications to employees.Eighty percent of compliance leaders have a stand-alone anti-bullying or anti-retaliation policy to make employees feel safe to report. Protecting employees from retaliation should continue to be a priority; however, such efforts are only beneficial when they are communicated to employees.
Moving beyond policies and check-ins to more risk-based and data-driven retaliation monitoring represents a more sophisticated approach and allows compliance leaders to quantitatively monitor whether retaliation might be happening, detect it proactively and ensure timely and appropriate interventions.
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