CEOs play a pivotal role in shaping an organization’s commitment to ethical practices. Involving CEOs in compliance training, having them share their experiences, and demonstrating a personal commitment to compliance initiatives sets a strong tone from the top. This engagement fosters a culture of ethics and compliance throughout the organization, reinforcing the importance of ethical conduct at all levels.
Mary Shirley is a highly regarded authority in the field of ethics, compliance, and corporate governance. She is widely recognized for her expertise in helping organizations navigate the complex landscape of compliance, mitigate risks, and promote ethical practices. With a wealth of experience and insights, Mary Shirley has become a sought-after thought leader, speaker, and author. Her book, Living Your Best Compliance Life: 65 Hacks and Cheat Codes to Level Up Your Ethics and Compliance Program, has earned acclaim for bridging gaps in existing literature on compliance programs.
You’ll hear Michael and Mary discuss:
- Organizations can promote ethics and compliance by recognizing and rewarding individuals or teams who exhibit ethical behaviors. This creates a positive atmosphere throughout the company, as employees are more likely to behave ethically if they see that it is valued and rewarded. Additionally, recognizing and rewarding ethical behavior can help to set a good example for other employees and encourage them to behave ethically as well.
- Engaging leaders from different regions and departments in compliance training programs ensures diverse perspectives and reinforces the importance of compliance at all levels. Leaders from different regions and departments will have different experiences and understanding of compliance issues. By engaging them in training programs, organizations can gain a more holistic view of compliance risks and how to mitigate them.
- Practical solutions and problem-solving are essential for compliance initiatives. For example, shortening documentation requirements or providing training for HR on investigation best practices can be effective solutions. These solutions can help to reduce the burden of compliance on employees and make it easier for businesses to comply with regulations.
- One of the critical elements Mary discusses is the significance of building strong relationships within the company. Collaboration and idea implementation are key to success in the compliance world.
- Collaboration between legal, compliance, and HR teams, along with training for HR on investigation best practices, helps streamline compliance efforts.
- CEOs play a critical role in setting the tone for compliance within an organization. They are the ones who set the example for their employees, and their actions and words can have a significant impact on whether or not employees comply with regulations. When CEOs are involved in compliance training, it demonstrates that they are committed to ethical practices and that they take compliance seriously.
- Mary recommends forming task forces to validate compliance ideas at an early stage, fostering a culture of innovation and problem-solving.
- Encouraging employees to share personal anecdotes related to compliance principles humanizes the process and fosters a culture of ethical work. When employees feel like they can share their own experiences with compliance, it helps them to understand the principles on a deeper level. It also helps to create a sense of community and belonging, as employees see that they are not alone in their commitment to ethical behavior.
KEY QUOTES
“One of the things that I learned way later that I wish I had was that when you involve people in the conceptualizing aspect [of] building a compliance initiative… and they feel [like they are] part of it… you’re in a much better position to get buy-in when you [implement].” – Mary Shirley
“A really awesome idea that I just heard of recently from a friend of mine, Samantha Callan: instead of taking just the traditional idea of giving a reward to someone who had exhibited our ideal behaviors and role modeled them… What Sam did was not just give a reward to the star team member but the entire rest of that individual’s team also got a reward…‘Yes, we’re giving recognition to the champion, but we’re also creating this really positive feeling throughout the rest of the team, getting people talking about why it is that we’re all getting rewarded for this.’” – Mary Shirley
“We really have a very difficult job as compliance officers because on one hand, we want to show that we’re fun and we’re human and we’re not the sheriff, but on the other, if we do things that are considered to be too inappropriate or too silly, then we’ll get mocked for it, and we’ll be worse off than if we’d never tried to adjust our reputations at all.” – Mary Shirley
Resources
Mary Shirley on LinkedIn
