Incorporate integrity principles into onboarding, employees’ development and third party management –
Employees and third party compliance
By employing the right persons, the company will make sure that it continues to promote its fundamental values and enable the development of an ethics culture, with which it supports the realisation of its mission and long-term success. For this purpose, leaders should make sure that interviews and due diligence on prospective employees and contractors include checks of their background and their awareness of ethics and integrity, as well as their relevant past behaviour. More in depth due diligence should be applied to jobs, positions and contractors, which are identified as posing a higher compliance and ethics risk.
Training in business compliance and integrity should be provided on a regular basis and should include certification for all directors, managers and employees, including important contractual partners. Content of the training should be accessible to all employees in the local language. It should include all relevant examples of difficult situations, which could occur given the specific circumstances of the company, as well as cases of desired action and best practice.
Training programmes should include a mix of live interactive sessions lectures or workshops, serious plays, on-line modules, written documentation, and a website with a collection of resources, educational video clips, and Frequently Asked Questions (FAQs).
THIRD PARTIES COMPRISE 80% OF TOTAL COMPLIANCE RISK.
While contractual partners, supplier and other third parties carry the reputation of their clients in their hands, companies are still not sufficiently aware of the reputation of these partners and their networks of business relationships.