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The Locked-Room Compliance Problem: Seven Lessons from John Dickson Carr

I don’t just enjoy movies for my annual October Movie Monster-fest. I have been reading Tom Mead’s Joseph Spector mysteries, and the puzzles have brought me back to a question every compliance professional should recognize: What happens when the evidence shows that something occurred, but everyone insists the controls made it impossible?

Imagine an unauthorized payment. Finance says two approvals were required. Technology says access was restricted. Management says the procedures were clear. Yet the money left the company. There is your locked room.

John Dickson Carr offers a useful starting point. In Chapter 17 of The Hollow Man, his detective, Dr. Fell, describes seven categories of locked-room mystery. These are explanations of apparently impossible events, not seven mandatory writing rules or a compliance framework. Nevertheless, they invite a productive investigative habit: challenge the assumptions that make the evidence seem impossible. (See 7 Types of Locked Room Mystery)

Spoiler notice: This article discusses locked-room mechanisms that may reveal how some mystery plots work.

1. An Accident That Looks Like Murder: Test the Premise

Fell’s first category in The Hollow Man removes the murderer altogether. A fatal accident inside the room creates circumstances that suggest murder. The investigator, searching for an ingenious escape route, tries to explain something that never happened. That is a useful warning for internal investigations. Before asking how an employee defeated a control, establish whether anyone deliberately defeated it.

Consider a hypothetical duplicate payment. An investigator might suspect collusion between an employee and a supplier. But the explanation could be a poorly configured system, an ambiguous invoice reference, or overlapping responsibilities during a transition. Those possibilities require different evidence and different remediation.

The point is not to excuse misconduct. It is to avoid treating the allegation as the conclusion. An investigation should test competing explanations, including evidence that contradicts its opening theory. Finding an error rather than fraud should refine accountability, not end the inquiry.

Ask: What evidence would distinguish deliberate misconduct from error or process failure?

2. Poison Gas: Examine the Environment

In the second category, Fell describes poison gas overcoming the victim. The resulting distress may disturb the furniture, making it look like a struggle with an attacker. The room tells a story, but the apparent story misidentifies the cause. My compliance parallel is the operating environment.

Imagine investigators discovering that several analysts bypassed required reviews. Focusing only on individual decisions might produce several disciplinary recommendations. Looking at the environment could reveal something else: supervisors demanding immediate clearance, unresolved staffing requests, and employees learning that escalation brings criticism rather than assistance.

Those conditions would not automatically excuse individual decisions. They would become additional hypotheses to investigate. The mistake is to attribute a pattern entirely to personal failings without examining the conditions in which people worked. Another training module may address neither the workload nor the managerial instructions.

Ask: What pressures, incentives, and supervisory behaviors surrounded the decisions under investigation?

3. The Mechanical Trap: Look Before the Event

Fell’s third category in The Hollow Man involves a trap placed in the room and activated later by the victim. The murderer can be elsewhere when the fatal event occurs. An investigator who focuses only on who was present at that moment starts with an unnecessarily narrow timeline. The compliance equivalent is a process altered before an apparently routine transaction.

Suppose someone changes a supplier’s payment information. Weeks later, an ordinary payment run uses that information. The employees processing the payment may follow their assigned steps while relying on a record whose integrity was compromised earlier. The investigative question is therefore larger than who approved the final transaction. Who established the underlying data? Who could change it? What evidence shows which version the approvers saw? Do not confuse the moment a loss becomes visible with the moment its cause was introduced. Review the relevant changes, permissions, and dependencies leading up to the event.

Action: Reconstruct the setup as carefully as the execution.

4. Suicide Disguised as Murder: Challenge the Attribution

The fourth category concerns a suicide arranged to resemble murder, potentially to incriminate an innocent person. In Fell’s discussion, the apparent crime scene is not merely evidence of an event. It attempts to direct the investigator toward a particular explanation. The compliance analogy is staged attribution, not the death itself.

Consider a hypothetical manager who instructs an employee outside the formal workflow to process an exception. The employee’s name remains in the system. The manager subsequently presents that record as proof that the employee acted alone. The record might be authentic and still tell an incomplete story.

An investigator should examine who created the evidence, what it actually establishes, and what surrounding communications may qualify it. Neither a senior executive’s account nor a compelling accusation should substitute for corroboration. Apply that discipline without treating a reporting employee as presumptively unreliable.

Ask: Does this evidence establish responsibility, or merely show whose name appears in the file?

5. Impersonation After Death: Separate Identity from Appearance

In Fell’s fifth category, the murderer impersonates a victim who has already been killed. Observers believe they have seen the victim alive, placing the death later than it actually occurred. Identity and chronology reinforce the same mistaken conclusion. For compliance professionals, the analogy is an approval that appears to establish more than it does.

Imagine a transaction record carrying a director’s username. Does that prove the director personally reviewed the transaction? Before answering, examine delegated authority, account access, and how any automated workflow operates. A legitimate delegation and an unauthorized use could produce superficially similar records.

The timestamp needs equal attention. Does it record the decision, the system entry, or a later processing step? The mistake is turning a familiar name and precise-looking time into unquestioned proof. Precision in a record is not the same as certainty about its meaning.

Action: Verify the actor, authority, and meaning of the timestamp before assigning accountability.

6. Murder from Outside the Room: Reconsider the Boundary

Fell’s sixth category allows the murderer to act from outside while circumstances suggest that the killing required someone inside. The apparent impossibility depends on a mistaken assumption about where the attacker needed to be. This offers an analogy for control boundaries.

Imagine a restricted finance application receiving supplier information from another system. Investigators confirm that nobody improperly accessed the finance application and conclude that the transaction could not have been manipulated. But that conclusion leaves the incoming information unexamined.

Follow the transaction upstream. What information did procurement, an outsourced service provider, or a business partner provide? Which team validated it? What changes could occur before the finance control began operating?

A control may function as designed within its boundary while leaving a consequential dependency outside the investigation. The appropriate response isn’t necessarily to abandon the control but to understand and address that dependency.

Ask: What can influence this process without passing through the control we tested?

7. Murder During Discovery: Preserve the Scene

Fell’s seventh category reverses the timing assumption again. The victim is initially unconscious, not dead. The murderer joins those forcing entry and commits the killing amid the confusion. Everyone assumes the fatal act preceded discovery, although discovery provided the opportunity. For an investigator, this raises a different concern: what happens after the problem is reported?

Suppose a manager immediately “cleans up” the relevant records. Technology changes permissions. Finance corrects the supplier file. Each action may have a legitimate purpose, but investigators now face a changed environment. Do not mistake the condition you encounter for the condition that existed when the event occurred.

Contain ongoing harm, but document interventions and preserve pre-change evidence wherever possible. Identify who accessed relevant records after the allegation and what they changed. Helpful intent should not remove an action from the chronology.

Action: Include the response to discovery in the investigation, not merely the events preceding it.

What the CCO and Board Should Take Away

Carr’s categories suggest a discipline for compliance: separate the event from its explanation. Carry that discipline into your next program review, including a DOJ ECCP or COSO-based assessment. Select a closed investigation and ask whether its conclusion addressed the original assumptions, the evidence that challenged them, and the conditions that allowed the event.

For the CCO, the practical task is to connect findings to corrective action. Establish ownership, define what successful remediation means, and test whether the change addresses the demonstrated cause. For directors, move beyond asking whether the control existed. Ask management: What did the investigation establish about how the control actually operated, and what evidence supports the proposed fix?

Never close a locked-room compliance problem with the statement, “That could not have happened.” That statement belongs at the beginning of the investigation. In compliance, the locked door is not an explanation. It is an assumption to test.

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Great Women in Compliance

Great Women in Compliance: The Paradox of Ethics & Compliance: Corporate Conscience or Façade?

Is your organization designed to hear the truth—or to explain it away?

Corporations have Enterprise Risk Management, established Ethics & Compliance Programs, Internal & External audits, risk assessments, multiple risk and compliance heat maps and dashboards, and boards charged with oversight.

So why do major corporate scandals keep happening?

What if the problem isn’t a lack of controls but the organizational structures that prevent those controls from making a difference?

In this episode of Great Women in Compliance, we speak with Astrid Yee-Sobraques, Risk Sherpa and author of The Structural Capture of Corporate Conscience, about the uncomfortable relationship between ethics, commercial pressure, corporate governance, and power.

We explored whether the Ethics & Compliance functions can identify risks but cannot meaningfully influence how the risk will be mitigated, and whether the Ethics & Compliance Program is effective—or simply a system for documenting concerns.

We asked:

  • Can a company with ethical people still be structurally designed to produce unethical outcomes?
  • When does legitimate business risk acceptance become a way to rationalize unacceptable conduct?
  • If Ethics & Compliance can identify the risk but cannot change the outcome, is that independence—or an illusion of it?
  • How can boards uncover the risks that management’s reporting and assumptions may obscure?

For Ethics & Compliance professionals, the discussion raises difficult questions about independence, professional responsibility, escalation, and the pressure to protect revenue-producing relationships.

For directors and board members, it challenges the assumption that more reporting and better dashboards do not necessarily translate into better oversight and decisions.

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Innovation in Compliance

Innovation in Compliance: Dr. David Gruder on Collaborative Accountability and the Psychology of Compliance

Innovation comes in many areas, and compliance professionals need to not only be ready for it but embrace it. Join Tom Fox, the Voice of Compliance, as he visits with top innovative minds, thinkers, and creators in the award-winning Innovation in Compliance podcast. In this episode, host Tom interviews Dr. David Gruder, a clinical and organizational development psychologist.

Dr. Gruder is trained in long-range master planning and is an ordained interfaith rabbi, bringing psychological and spiritual principles to business, culture, and compliance. He introduces “collaborative accountability” as a growth-oriented alternative to coercive, shame-based accountability and outlines four interlocking procedures: accountability-capable agreements, consistently elevating best practices, converting breakdowns into growth opportunities, and collaborative disengagement. He defines accountability as taking responsibility for the impacts of how one spends life energy on those to whom commitments are made, distinguishing good intentions from measurable commitments. Gruder describes three competing futures, regressionism, “Homo machina” transhumanism, and “Homo spiritus,” and urges leaders to align vision, mission, and ethics accordingly. He defines organizational nimbleness as resilience plus innovation and emphasizes marrying legal and psychological compliance.

Key highlights:

  • Spiritual Lens at Work
  • Collaborative Accountability
  • Why Psychology Matters
  • Defining True Accountability
  • Humanity’s Three Futures
  • Business Ethics and Influence

Resources:

  • DrGruder.com
  • TheCESS.com
  • Facebook: @davidgruder / @drdavidgruder
  • X (Twitter): @davidgruder
  • LinkedIn: linkedin.com/in/gruder
  • Instagram: @drgruder
  • YouTube: @DavidGruder

Tom Fox

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My first work of general non-fiction is now out: Deluge Before Dawn, the story of the 2025 flood in Kerr County, Texas, which killed 119 people and devastated a county. It is a story of tragedy, heartbreak, survival, and resilience.

It is available on the following sites:

Amazon.com

Stoney Creek Publishing

Barnes and Noble

Texas A&M University Press

Bookshop.org

Google.Books

Walmart

Innovation in Compliance was recently honored as the Number 4 podcast in Risk Management by 1,000,000 Podcasts

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Blog

AMEX’s $350 Million AML Penalty: Part 1 – What Went Wrong

A compliance risk assessment should describe the business the company actually conducts. What happens when it does not?

The AMEX enforcement actions provide a consequential answer. On October 8, 2026, the Office of the Comptroller of the Currency (OCC) announced a $350 million civil monetary penalty (OCC Penalty) and a cease-and-desist order(OCC Order) against American Express Company and American Express Travel Related Services Company, Inc. (collectively, AMEX) for Bank Secrecy Act and anti-money laundering deficiencies. The Federal Reserve separately issued a cease-and-desist order (FED Order) against AMEX. The OCC Press Release noted that the monetary penalty was imposed by the OCC, not both agencies.

For Chief Compliance Officers, directors, counsel, and internal auditors, the central lesson extends beyond banking: a compliance program must reflect the business’s actual risks, and oversight must demand evidence that it works. Over the next couple of blog posts, we will explore the Orders and Penalties. Today, we’ll start with what went wrong at AMEX.

What the enforcement record establishes

The OCC found violations involving the BSA/AML program, suspicious activity reporting, customer due diligence, and customer identification. According to the OCC Order, from approximately June 2014 through May 2025, the bank processed approximately $13 billion in suspected trade-based money laundering activity. That figure includes suspicious card charges and associated repayments. In some cases, the activity passed through accounts linked to bank insiders. The bank periodically reported suspicious activity but lacked the controls and monitoring capabilities to identify and report its full scope promptly.

Precision matters. The $13 billion figure does not mean AMEX laundered that amount, nor should it be described as $13 billion in distinct criminal proceeds. The findings concern suspected activity and failures in detection, evaluation, and reporting. The reference to insider-associated accounts also does not establish that every associated individual knowingly participated in misconduct.

The risk assessment did not match the business

The OCC’s most instructive finding concerns the program’s starting point. The bank’s risk assessment focused on its relatively narrow demand deposit products and services while giving insufficient attention to its more dominant credit and charge card products. This was a mismatch between the business being conducted and the risks being assessed.

For a CCO, the question should be immediate: does our assessment accurately represent how our company generates revenue, moves money, serves customers, and uses intermediaries?

The DOJ’s 2024 Evaluation of Corporate Compliance Programs (ECCP) begins its risk-assessment analysis by understanding the company’s business and examining how compliance scrutiny and resources address its risks. The ECCP asks “how the company has identified, assessed, and defined its risk profile, including specific factors that mitigate the company’s risk, and the degree to which the program devotes appropriate scrutiny and resources to the remaining spectrum of risks.” That provides a useful comparison here, not an additional finding against AMEX or the legal basis for these orders.

Consider a hypothetical manufacturer that rigorously reviews employee expenses but inadequately evaluates high-risk distributor payments. The expense controls may function exactly as designed. They still do not answer the more consequential risk question. The lesson is that the largest business line does not always present the greatest compliance risk. Management should demonstrate a defensible relationship between business activities, assessed risks, and control coverage. Completing an assessment is not the same as assessing the right business.

Customer information failures undermined monitoring

The OCC identified weaknesses in two distinct functions. Customer identification procedures did not adequately support a reasonable belief that the bank knew each customer’s true identity. Ongoing customer due diligence did not effectively establish the nature and purpose of customer relationships, undermining risk ratings and monitoring. Read together, these findings describe more than incomplete onboarding files. They connect customer knowledge to the ability to recognize transactions that warrant further investigation.

For businesses outside banking, the useful analogy is the difference between collecting a distributor’s documents and understanding what the distributor actually does. Who is involved? What commercial purpose does the relationship serve? What activity would fall outside that purpose?

The OCC also found systemic breakdowns in suspicious activity monitoring, investigation, and reporting, resulting in late, missed, or incomplete suspicious activity reports (SARs). Those failures extended beyond suspected trade-based money laundering to other suspicious activity. Importantly, the bank did file some reports. The OCC criticized the bank for failing to promptly identify and report the full scope of the activity.

That distinction should change how a compliance committee evaluates performance. Ask what the reporting process covered, what it missed, and how those conclusions were tested. A report count alone does not establish the answer. The same challenge should be applied to investigation totals, due diligence completions, and training statistics.

Audit, resources, and training did not provide effective safeguards

The OCC found that the internal audit did not effectively monitor BSA/AML compliance. Independent testing was neither appropriately scoped nor effective relative to the bank’s risk profile, contributing to delayed detection and remediation of deficiencies. The key takeaway is that an audit plan should challenge the compliance program’s assumptions, not simply confirm that documented procedures were followed. Testing a process against an incomplete view of risk can leave the underlying problem untouched.

The findings also addressed staffing and capability. Historically, the bank has not supported its BSA/AML program with appropriate resources, including personnel with the necessary skills, expertise, and training. Employee training did not adequately address job-specific responsibilities, impairing identification, escalation, and reporting of risks and suspicious activity.

For compliance leadership, those findings support a practical distinction: headcount, competence, and operational capacity should be assessed separately. Hiring more people should not substitute for determining which expertise a control requires.

Likewise, training should be evaluated against decisions employees must make. Can an investigator recognize a relevant pattern? Can an account manager identify a concern and route it correctly? Can a director challenge an explanation of control effectiveness? These are better questions to bring to the next program review than whether everyone completed the assigned course.

The Federal Reserve extended the concern to the enterprise

The FED Order identified significant deficiencies in the enterprise-wide financial crimes risk management program, including transaction monitoring, fraud referral processes, third-party risk assessment, and financial crimes risk management. Its order directs the AMEX board to address management accountability, remediation resources, program effectiveness, and reporting and escalation.

The broader governance lesson is not that the compliance department alone must work harder. Management responsibilities and board information should be examined alongside the technical controls. A remediation plan should identify who must act, what resources are required, and how directors will know whether the action worked.

AMEX’s public response

In its October 8 public statement, AMEX said internal and external reviews identified areas for improvement. It described investments in people, technology, training, governance, and oversight, as well as cooperation with regulators and law enforcement. Chairman and Chief Executive Officer Stephen J. Squeri stated, “While we have made meaningful progress, we know there is more work to do.”

The company also said the penalty would not affect full-year 2026 guidance, that the orders imposed no asset cap, and that anticipated remediation costs would not affect 2027 guidance. These are company statements, including forward-looking expectations, not regulatory findings about remediation effectiveness. The Federal Reserve separately acknowledged cooperation and remedial actions already undertaken. Progress deserves recognition, but corrective work should not be confused with demonstrated completion.

Three practical takeaways

  1. Start with business reality. Compare the risk assessment with actual products, transaction flows, customer relationships, and third-party arrangements. Require explanations for significant gaps in coverage.
  2. Challenge evidence of effectiveness. Ask the internal audit to test whether controls identify the risks that matter, not merely whether staff follow procedures. Examine decision quality and timeliness alongside activity counts.
  3. Make capability a governance discussion. Bring the board a clear account of required expertise, unresolved resource constraints, and the risks those constraints leave exposed.

The question for the next board meeting is straightforward: What evidence demonstrates that our compliance program addresses the business we actually operate?

Join us tomorrow, in Part 2, as we examine how the Federal Reserve’s remediation requirements can help CCOs and directors turn that question into accountable action.

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Blog

Modern Philosophers and Compliance: Part 5 – Hans Jonas and Responsibility for the Future of Corporate Compliance

This week we have concluded our lengthy exploration of the philosophical underpinnings of the modern corporate compliance program. We have examined Hannah Arendt and her concepts of personal responsibility and how they relate to the modern compliance program; Simone de Beauvoir and the conditions for ethical action in a corporation; John Rawls and institutional justice and fairness in a corporate compliance program; and Jürgen Habermas and the governance of speaking up. In Part 5, we conclude by looking at Hans Jonas and the responsibility for the future of corporate compliance programs.

A corporate decision can continue affecting people long after its sponsors have moved on. Technology makes that possibility especially important. A system approved for a limited purpose can expand across business units, influence thousands of decisions, and create consequences that emerge gradually. Hans Jonas asks us to consider the responsibility that power entails.

For the Chief Compliance Officer (CCO), that perspective changes the approval question. What evidence supports proceeding, what harm could follow, and who will remain responsible as circumstances change? These questions connect ethical responsibility with the practical governance of technology, particularly artificial intelligence.

Technological Power Expands Responsibility

In The Imperative of Responsibility (1984), Jonas reconsidered ethics in light of technological power. His concerns included ecological destruction, nuclear threats, and genetic engineering. The scale and reach of human action created duties extending toward posterity and the environment.

His argument reaches beyond responsibility for an immediate transaction. Decisions can affect the conditions under which others will live, including people unable to challenge those decisions today. The ethical horizon must therefore extend beyond the decision-maker’s own interests and present relationships.

The application to corporate compliance is an interpretation of that argument. Jonas did not write an AI approval checklist. His philosophy nevertheless provides a reason to examine the duration, scale, and reversibility of technological choices. A company’s responsibility should reflect the consequences its capabilities make possible.

This perspective complements the earlier Enlightenment chapters. Evidence and clear reasoning remain essential. Jonas asks what responsibilities follow when the organization can act on that knowledge at a scale whose full consequences remain uncertain. For compliance, the answer begins with disciplined anticipation and continues throughout the activity’s life.

The Approval Whose Consequences Keep Growing

What do you think about the following situation? A multinational company purchases an AI tool to prioritize third-party due diligence. The tool ranks potential intermediaries using corporate records, transaction information, and public data. During a pilot, it reduces the time required to identify files for additional review.

Management approves a broader deployment. Over the following year, procurement teams begin treating low-risk scores as permission to abbreviate diligence. The vendor changes the model. The company expands into countries poorly represented in the original testing. Responsibility for reviewing performance splits among procurement, technology, and compliance.

Later, an investigation finds that several intermediaries with incomplete ownership records received low-risk scores. The model treated missing information as weak evidence of risk, while reviewers interpreted the scores as evidence that meaningful checks had been completed. No one had tested that assumption in the new markets.

The scenario does not establish that AI inevitably weakens diligence. It shows how a limited approval can take on a different operational meaning. A prioritization tool became a basis for reducing scrutiny. Changes in use, data, and responsibility accumulated after the initial decision.

Jonas helps the CCO frame the governance issue. The approval must account for how the system could develop and what its outputs could enable. Responsibility includes the conditions for expansion, the information needed to detect failure, and the authority to intervene before harm spreads.

The DOJ Connection Through Emerging Risk

The Department of Justice’s Evaluation of Corporate Compliance Programs (ECCP) explicitly addresses emerging technology. It asks how companies assess AI’s impact on criminal-law compliance, integrate technology risk into enterprise risk management, and address unintended consequences and misuse. It also examines controls supporting trustworthy, reliable use.

These inquiries make technology governance part of the compliance effectiveness assessment. A company using AI within its own compliance function should apply the same discipline it expects from business operations. The stated purpose of improving compliance does not establish that the tool works appropriately.

In our question above, the CCO should define the approved use precisely, as mission creep is always to be avoided. Prioritizing review is different from authorizing a third party. The decision record should explain what the score means, what it cannot establish, and which diligence requirements remain mandatory. Users need instructions that preserve those distinctions under commercial pressure.

Changes should trigger review according to their significance. A new market, a material vendor update, or a proposal to automate approvals may require additional testing and authorization. The company should assign an accountable owner who can obtain the necessary evidence across functions. Shared participation works best when responsibility for the final decision remains clear.

Uncertainty Calls for Proportionate Safeguards

Companies rarely possess complete information before introducing a technology. See generally Andrew McBride in Recommended Practice for Buying & Selling Compliance Technology, which is based on surveys of compliance technology buyers and vendors. Governance must make uncertainty visible and connect it to a defensible decision. The relevant questions include the severity of possible harm, the number of people affected, the ability to detect errors, and the possibility of reversing the consequences.

A tool that suggests training topics raises different concerns than one that determines which allegations to investigate. The latter can affect whether misconduct is detected at all. Its potential benefit should be assessed alongside the consequences of overlooking a credible concern.

For the third-party tool, a practical safeguard would be to sample low-risk classifications for independent review. Testing only the files the model flags leaves false reassurance largely unexamined. The company should also assess how missing records, unfamiliar languages, and changes in business conditions affect performance.

Deployment can be limited while those questions are tested. Appropriate measures might include restricted uses, defined populations, additional review, or a delay where critical evidence is missing. These are proposed governance responses to the hypothetical. Their suitability depends on the use case and the harm at stake.

The business case should include the cost of maintaining those safeguards. A project whose expected savings depend on eliminating the review needed for reliable operation has an unresolved design problem. Compliance should make that tradeoff explicit before approval and when the project’s economics change.

Turning Responsibility into Continuing Governance

The NIST AI Risk Management Framework provides a voluntary approach to managing AI risks. Its core functions are Govern, Map, Measure, and Manage. Together, they offer an organizational structure for understanding uses and impacts, evaluating risks, and determining responses throughout the AI lifecycle.

Applied to our hypothetical, governance assigns ownership and approval authority. Mapping identifies where the model operates, who relies on its scores, and who could be harmed by error. Measurement tests performance under relevant conditions. Management determines whether to proceed, add safeguards, restrict use, or suspend the tool. These activities should inform one another as evidence changes.

ISO/IEC 42001:2023 specifies requirements for establishing, implementing, maintaining, and continually improving an AI management system. Its relevance here is the organizational discipline of sustained responsibility. The company needs repeatable processes that survive personnel changes and remain connected to actual use.

These frameworks serve different purposes from DOJ’s prosecutorial guidance. Adopting a framework or obtaining certification does not establish compliance with every applicable law or prove that a particular deployment is effective. The company still needs evidence that its controls address the risks of its own activities.

The practical objective is to maintain a record that connects the approved purpose, responsible people, test results, changes, incidents, and remedial decisions. That record enables the next owner to understand why the system was approved and what conditions remain essential to its continued use.

Intervention Must Remain Possible

Responsibility becomes difficult to exercise when the organization cannot change course. Before deployment, determine who can suspend the system, what circumstances require escalation, and how business will continue during an interruption. A fallback process must be sufficiently resourced to operate when needed.

In the hypothetical, repeated unexplained low-risk scores involving missing ownership records could trigger restricted use and a review of affected files. The response should examine past decisions and current performance. Correcting the model does not resolve every consequence of earlier reliance on it.

Vendor arrangements also matter. (See McBride, above.) The company should seek information and contractual provisions appropriate to its risks, including notice of material changes, access to relevant performance evidence, and cooperation with investigations. When adequate visibility is unavailable, decision-makers should account for that limitation in deciding whether and how to use the tool.

Human review requires similar scrutiny. A named reviewer adds little protection if that person lacks time, training, supporting information, or authority to question an output. Test whether reviewers can identify errors and whether their interventions produce corrective action. Human responsibility needs operational support.

Board Oversight Must Extend Beyond Launch

Boards need a view of material technology risks over time. Approval-stage reporting often emphasizes expected benefits. Subsequent oversight should examine whether those assumptions remain valid, whether the use has expanded, and whether the organization retains the resources and authority needed to manage it.

The ECCP examines the information used in board oversight and compliance access to governing authorities. For significant AI deployments, the CCO can use those channels to report unresolved limitations, incidents, changes in use, and overdue corrective actions. Technical detail should explain a decision the board needs to understand.

Directors should ask whose interests the business case omits. Future customers, workers, communities, or business partners may bear costs not reflected in the current project budget. The analysis should consider foreseeable consequences and explain material uncertainties without pretending to predict every outcome.

Accountability should also survive the original sponsor’s departure. Assign continuing ownership, require documented handovers, and maintain review obligations through reorganizations and vendor changes. A system’s effects may persist for years. Its governance should not depend on one individual remembering the conditions attached to launch.

Five Key Jonas Takeaways for the Compliance Professional

  1. Assess consequences across time and scale. Consider who could be affected, how harm might accumulate, and whether decisions can be reversed. Include foreseeable effects beyond the immediate business case.
  2. Define the approved use and review material changes. Specify what a system may do, what its outputs establish, and which decisions require human authorization. Reassess expansion, vendor updates, and changes in operating conditions.
  3. Match safeguards to uncertainty and potential harm. Test the errors that routine monitoring could miss. Use staged deployment, independent review, or restrictions where the evidence does not support broader reliance.
  4. Preserve the ability to intervene and remediate. Establish suspension authority, workable alternatives, and a process for reviewing past decisions. Verify that human reviewers have the resources and authority to act.
  5. Make responsibility endure beyond the project team. Maintain ownership, evidence, and review obligations through organizational change. Give the board a clear account of unresolved risk and the decisions required.

Jonas brings our series to a fitting conclusion. Arendt asks who exercises judgment. Beauvoir asks whether people can act on it. Rawls tests the fairness of the rules, and Habermas examines whether concerns influence decisions. Jonas extends responsibility to the consequences that outlast those discussions and to people who cannot participate in them.

Together, these perspectives give compliance professionals a practical agenda for governing corporate power. Build processes that let people question, decide, explain, and correct their actions. Then ask the final board question: what obligations will this decision leave to others, and what have we put in place today to meet them?

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Daily Compliance News

Daily Compliance News: October 9, 2026, The Anne Carson Edition

Welcome to the Daily Compliance News. Each day, Tom Fox, the Voice of Compliance, brings you compliance-related stories to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the Daily Compliance News. All from the Compliance Podcast Network. Each day, we consider four stories from the business world: compliance, ethics, risk management, leadership, or general interest for the compliance professional.

Top stories include:

  • Anne Carson wins the Nobel Prize in Literature. (FT)
  • Missed email=export control violation. (Bloomberg)
  • US bars Fijian over China ties. (Al Jazeera)
  • Cornell hires Sally Yates to investigate its role in Jane Doe. (Reuters)

My first work of general non-fiction is now out: Deluge Before Dawn, the story of the 2025 flood in Kerr County, Texas, which killed 119 people and devastated a county. It is a story of tragedy, heartbreak, survival, and resilience.

It is available on the following sites:

Amazon.com

Stoney Creek Publishing

Barnes and Noble

Texas A&M University Press

Bookshop.org

Google.Books

Walmart

Categories
Blog

Frankenstein and Compliance: Part 2 – Bride of Frankenstein: When Leaders Know Better

Ed. Note: This month, on his podcast series Popcorn and Compliance, Tom Fox takes a deep dive into the first five Frankenstein movies. Over October, he will cover Frankenstein, The Bride of Frankenstein, The Son of Frankenstein, The Ghost of Frankenstein, and Frankenstein Meets the Wolf Man. The blog post accompanies the podcast series.

The compliance problem in Frankenstein was innovation without governance. Henry Frankenstein became so focused on whether he could create life that he failed to consider adequately what would happen if he succeeded. He had extraordinary technical capabilities but almost no governance infrastructure around his experiment. There was no meaningful risk assessment, no effective challenge function, no contingency planning, and no clear accountability for the consequences. In Bride of Frankenstein (1935), the compliance problem is different and considerably more troubling. Henry now knows better.

Henry has survived the consequences of his original experiment. He has seen the Monster die and the destruction it caused. He understands that his scientific ambition created risks he could not control. At the beginning of the sequel, Henry appears ready to put his experiments behind him and build a life with Elizabeth. Then Dr. Pretorius arrives.

Pretorius is one of the great characters in the Universal horror canon, but anyone who has spent time in corporate compliance will recognize him. He is intelligent, sophisticated, persuasive, and completely convinced that conventional ethical boundaries should not interfere with extraordinary achievement. More importantly, he understands Henry. Pretorius knows which arguments will appeal to Henry’s ambition and which pressures will overcome his judgment.

This changes the compliance analysis. Henry cannot claim that the risk is unknown. He has already experienced the consequences. The question is whether he has learned from them. That distinction provides the central compliance lesson of Bride of Frankenstein. A significant difference exists between an organization that fails to identify a new risk and one that identifies it, experiences the consequences, and then allows the same underlying conduct to return.

Knowledge Changes the Governance Obligation

Corporate compliance programs generate information. Risk assessments identify vulnerabilities. Internal audits identify control weaknesses. Investigations identify misconduct. Hotline reports identify cultural problems. Due diligence identifies third-party risks. Compliance monitoring identifies patterns that may require further attention. The value of that information depends upon what the organization does with it.

An investigation that establishes what happened but produces no organizational change has limited compliance value. The same is true of an internal audit finding that is administratively closed without determining whether the underlying risk has been reduced. Knowledge must lead to action. This is where Henry fails. He possesses precisely the information that should prevent him from returning to the laboratory. He knows his previous experiment had catastrophic consequences. Nevertheless, Pretorius gradually pulls him back toward the same underlying conduct.

For a CCO, this raises an important question about repeat misconduct. When the same type of compliance problem appears more than once, the organization should ask whether the earlier incident was treated as an isolated event rather than a systemic warning. Questions you might ask include: Did the investigation identify root causes? Were controls changed? Were incentives examined? Was management behavior considered? Was remediation tested? Were lessons incorporated into the next risk assessment? Once an organization knows where a material risk exists, future failures become more difficult to characterize as unforeseeable.

The Pretorius Problem

Pretorius represents a particular type of organizational risk: an influential individual who consistently finds reasons why normal controls shouldn’t apply. Every experienced compliance professional has encountered some version of this problem. A business executive explains that a particular transaction is unique. A salesperson argues that a questionable practice is standard in the local market. A manager insists that due diligence must be completed after onboarding because the customer cannot wait or you will cause the company to miss the quarter’s numbers. None of those statements necessarily establishes misconduct. They should nevertheless cause a compliance professional to ask additional questions.

The danger often comes through rationalization rather than an explicit request to violate the law. The transaction is too important. The amount is too small. The customer relationship is too valuable. The competitor already does it. The process takes too long. The documentation can be completed later. Pretorius works on Henry in much the same way. He does not persuade Henry that the original experiment was harmless. He persuades him that there is a sufficiently compelling reason to cross the boundary again. That is a leadership problem because effective ethical leadership requires executives to recognize when commercial, personal, or organizational pressure is changing their risk tolerance.

When Exceptions Become the Business Process

One of the most important implications for a compliance program is managing exceptions. Most corporate policies need some mechanism for legitimate exceptions. Business circumstances are too complex to assume every rule applies equally in every situation. The problem arises when exceptions become routine.

Consider third-party due diligence. A distributor needs to begin work immediately because of a time-sensitive commercial opportunity. Management approves an exception that lets work begin before diligence is complete. The exception may be entirely defensible. Then another distributor receives the same treatment. Then another. Eventually, business personnel begin viewing due diligence as a process that can routinely be completed after onboarding. The written policy has not changed. The actual control environment has.

The same issue can arise with gifts and entertainment, conflicts of interest, expense approvals, sanctions screening, contracting requirements, AI approvals, cybersecurity requirements, or financial controls. Each exception may have a plausible business explanation. Taken together, the exceptions may demonstrate that the organization has developed an operating practice inconsistent with its stated policy.

Compliance should therefore monitor exceptions as data. How many are being granted? Which business units request them? Which executives approve them? Are the same reasons repeatedly used? Do temporary exceptions become permanent arrangements? A pattern of exceptions can early indicate the normalization of deviance.

Culture Becomes Visible When the Stakes Rise

Bride of Frankenstein also provides an important lesson about corporate culture. Culture is relatively easy to discuss when ethics and commercial objectives don’t conflict. The real test comes when the two appear to diverge.

Suppose Compliance identifies significant concerns about the company’s highest-revenue distributor. What happens next? Suppose an investigation substantiates allegations involving a senior executive responsible for a strategically important business. How does management respond? Suppose an AI application promises significant cost savings, but Legal, Privacy, Information Security, or Compliance recommends delaying deployment for additional testing. Does the company wait? Those decisions reveal more about corporate culture than a values statement.

Henry believes he has changed after the events of Frankenstein. Pretorius tests that belief. Once scientific ambition, pressure, and personal consequences enter the equation, Henry’s commitment to walking away begins to erode. Companies experience the same tension. A business may have strong written values and an extensive compliance program, but employees pay attention to what happens when adherence to those values becomes costly.

This is particularly important for boards. Boards cannot assess culture solely through training completion rates, hotline statistics, or employee surveys. Those metrics can help, but directors should also understand how management handles difficult decisions involving high performers, major customers, significant third parties, and substantial revenue. Culture becomes visible in decisions.

The Monster and the Importance of Organizational Experience

One of the most significant developments in Bride of Frankenstein is the Monster’s evolution. In the original film, he is largely reactive. In the sequel, he begins to learn about human relationships and the world around him. The sequence with the blind hermit is particularly important. The hermit does not judge the Monster by his appearance. He provides food, companionship, music, and kindness. The Monster responds to that environment. For a brief period, we see how different surroundings produce different behavior.

That provides a useful analogy for corporate culture. Employees learn what an organization values through experience. They observe how their supervisors behave. They see who receives promotions and bonuses. They notice whether high performers receive exceptions from policies. They see whether the organization respects or marginalizes people who raise concerns. They learn whether management wants bad news delivered promptly or prefers problems to stay below the surface.

Compliance should therefore pay particular attention to management behavior. Employee surveys, exit interviews, hotline data, investigation trends, turnover information, disciplinary records, and audit findings can help identify business units where the local management culture differs from the company’s stated expectations.

Incentives Can Become the Corporate Pretorius

Pretorius uses Henry’s ambition as leverage. Corporations use compensation and performance systems to influence employee behavior every day. That makes incentives a central compliance issue. A company may tell employees that integrity is its highest priority while evaluating them primarily on revenue, growth, margin, or quarterly performance. Employees will quickly determine which message matters more.

This does not mean financial incentives are inappropriate. Companies exist to generate economic value, and employees should be rewarded for performance. The compliance issue is whether the incentive structure unintentionally encourages excessive risk-taking or undermines controls.

Compliance should understand how significant employee populations are compensated. The Evaluation of Corporate Compliance Programs (ECCP) makes similar inquiries. Should questions include: Are sales targets realistic? Do employees get rewarded for the quality and sustainability of performance, or simply for the amount of revenue generated? Does compliance performance affect bonuses or promotion decisions? Are managers held accountable for control failures within their teams? Can compensation be reduced or recovered following significant misconduct? The goal is alignment. Employees should understand that how results are achieved matters as much as the results themselves.

High Performers Are the Real Test of Accountability

Perhaps the clearest test of ethical culture comes when a high-performing employee violates policy. If the organization disciplines junior employees while protecting commercially valuable executives, employees will understand that there are two compliance systems. One exists in the policy manual. The other exists in practice.

Consistency does not require identical discipline in every case. Facts, intent, seniority, cooperation, prior conduct, and other circumstances can legitimately affect disciplinary decisions. But commercial value should not create immunity. Boards should understand how management handles misconduct involving senior leaders and significant revenue producers. The issue is not whether directors should participate in routine disciplinary decisions. They should not. The governance question is whether accountability applies throughout the organization.

Pretorius operates as though ordinary ethical constraints are for other people. Companies should ensure they do not inadvertently create executives who reach the same conclusion.

The Compliance Lesson

Bride of Frankenstein is ultimately about organizational learning. Companies will make mistakes. Controls will fail. Employees will engage in misconduct. Compliance programs will occasionally fail to identify risks before those risks become problems.

Program effectiveness shows up in what happens next. An investigation should generate knowledge. That knowledge should inform root-cause analysis. Root-cause analysis should drive remediation. Remediation should change controls, incentives, training, supervision, or business processes where necessary. Those changes should then be tested to determine whether they work.

Henry Frankenstein fails because he doesn’t turn knowledge into durable change. He knows what happened the first time. He understands the consequences. Yet Pretorius finds the ambition, pressure, and rationalization needed to pull him back into the laboratory.

That is why Bride of Frankenstein provides such an important compliance lesson. The greatest organizational risk may not be the risk management failed to identify. It may be the risk management already knows about but has learned to tolerate.

The next stage of the Frankenstein story moves the problem forward again. Leadership changes. A new generation arrives. Wolf von Frankenstein did not create his father’s Monster and bears no responsibility for the decisions that originally brought him to life. Then Wolf discovers what he has inherited.

In Son of Frankenstein, the compliance question becomes one every acquiring company, new CEO, board member, and CCO should understand: You did not create the problem. Once you know it exists, what will you do about it?

Check out Timothy and Fiona’s commentary on the compliance lessons from the Bride of Frankenstein here.

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Great Women in Compliance

Great Women in Compliance: SCCE Recap 2026

In this episode, Lisa, Hemma, and Ellen are taking us back to last week at the 25th Annual SCCE Compliance & Ethics Institute.  They took the opportunity to speak with other attendees to share their experiences–whether as a first–time attendee, a first-time speaker, someone coming back after a long time, someone traveling from Europe to attend, or one of the long-time leaders in the field.

We discussed what they’re learning, what’s changing in the profession, and—perhaps most importantly—why community matters.  Thank you to Doel Kar, Emily Frank, Lizette Arias, Maria Lancri, Carrie Penman, Terri Stringer, and Amarilys Gott for taking the time to speak with us about the evolution of ethics and compliance, AI, neurodiversity, leadership, and, of course, the amazing community of dedicated Ethics & Compliance professionals

We hope you enjoy this episode half as much as we enjoyed connecting with these fabulous Great Women in Compliance.

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Blog

Modern Philosophers and Compliance: Part 2 – Simone de Beauvoir and the Conditions for Ethical Action

This week we will conclude our lengthy exploration of the philosophical underpinnings of the modern corporate compliance program. We have examined Hannah Arendt and her concepts of personal responsibility and how they relate to modern compliance programs. We will look at John Rawls and institutional justice and fairness in a corporate compliance program; Jürgen Habermas and the governance of speaking up; and Hans Jonas and the responsibility for the future of corporate compliance. Today we continue with Simone de Beauvoir and the conditions for ethical action in a corporation.

A company that asks employees to act ethically must examine the conditions under which they make decisions. An employee may understand the code of conduct, recognize a problem, and know how to report it, yet reasonably fear that speaking up will jeopardize a livelihood. That fear is a governance issue. Simone de Beauvoir helps compliance professionals understand why.

In Part 1, Hannah Arendt brought personal responsibility into the corporate approval process. We examined whether individuals exercise judgment when organizational routines encourage deference. Beauvoir takes the discussion further by asking how circumstances affect the ability to act on that judgment. Responsibility matters, and so does the distribution of power around the person expected to exercise it.

For the chief compliance officer, this means examining the distance between what a policy permits and what employees believe they can safely do. A reporting mechanism becomes credible when the company understands that distance and takes concrete steps to reduce it.

Freedom Exists Within Real Circumstances

Beauvoir was a French philosopher whose work explored freedom, responsibility, and oppression. In The Ethics of Ambiguity, published in 1947, she examined human beings as both capable of choosing and constrained by circumstances they did not choose. We pursue our own projects while depending on a world shared with other people. Ethical responsibility includes concern for their freedom as well as our own.

Ambiguity, in this sense, does not make every choice equally acceptable. It describes a condition of human life: we act with limited knowledge and within circumstances we cannot fully control, yet our decisions affect others. We must take responsibility without assuming that a simple formula will resolve every conflict.

In The Second Sex, published in 1949, Beauvoir examined how women were defined in relation to men and constrained by social expectations, institutions, and material dependence. Her analysis of women as the Other challenged the treatment of one group’s experience as the norm against which everyone else was measured.

The compliance application interprets these ideas. Beauvoir did not prescribe hotline procedures or investigation protocols. Her work asks us to attend to people’s actual circumstances. Inside a corporation, that means considering who controls pay, work assignments, advancement, and access to decision-makers. Those relationships can shape whether an employee sees an ethical option as practically available.

The Employee Who Knows How to Report

Consider this hypothetical. A junior procurement analyst discovers that a supplier submitted invoices for services without supporting documentation. Her manager directs her to process them before the reporting period closes. He says the supplier is important and that asking further questions will make the department look uncooperative.

The analyst has completed compliance training. She knows the hotline number. She also knows that the manager controls desirable assignments and will soon recommend whether her temporary position becomes permanent. A colleague who challenged him previously lost important responsibilities. She does not know whether that change was retaliatory, but she understands its warning value.

From headquarters, the reporting system appears accessible. From her position, the choice carries immediate economic consequences. The uncertainty about those consequences affects her decision even before anyone makes an explicit threat.

Beauvoir helps us examine that difference. The analyst retains responsibility for her conduct, while management remains responsible for the conditions it creates. Telling her to demonstrate courage leaves the governance problem unresolved. The company must examine how managerial discretion, employment insecurity, and prior experience shape how controls are used.

For the CCO, this requires asking whose perspective informed the policy. A senior employee with financial security and direct access to legal matters may experience the same reporting procedure very differently from someone whose continued employment depends on the person named in the concern.

The DOJ Connection Through Trusted Reporting

The Department of Justice’s Evaluation of Corporate Compliance Programs (ECCP) examines whether reporting mechanisms are trusted and whether employees feel comfortable using them. It also asks whether organizational practices discourage reporting and whether the company assesses employees’ willingness to raise concerns.

These inquiries create a substantive connection to Beauvoir’s emphasis on circumstances. Publishing a telephone number establishes an available channel. To understand whether employees can use it, you need evidence of their experience. The ECCP’s attention to proactive retaliation prevention reinforces that distinction.

In our hypothetical, the CCO should examine whether the analyst can reach someone outside the manager’s reporting line, whether temporary employees understand the available protections, and how concerns involving powerful managers are routed. The company should also explain the limits of confidentiality. In a small team, the facts themselves may reveal who reported.

An effective response could include an independent contact, a documented protection plan proportionate to the circumstances, and follow-up with the analyst. Those are practical design choices flowing from the identified risk. The organization should explain what it can do and who will act, rather than offer assurances that nobody can reliably deliver.

Whose Experience Shapes the Compliance Program

Beauvoir’s analysis of the Other offers another lesson for policy design. Organizations can mistake the experience of their most influential employees for the experience of the workforce. A policy written around headquarters staff may overlook workers who lack private computer access, work overnight, or depend on a supervisor to interpret company communications.

The ECCP asks about language and other barriers to accessing policies, as well as how the company confirms that employees know where to find them. Compliance professionals can use those questions to investigate whether the program works across different employment conditions.

Review a reporting process with employees who actually use it. Can a warehouse worker obtain guidance without leaving a visible record on a shared terminal? Can an employee working through a staffing agency identify the correct reporting route? Does the policy clearly explain where a concern about a supervisor should go? Answers should inform the process design.

This work requires listening without assuming that a category determines someone’s experience. Employees facing similar constraints may make different choices. The objective is to identify specific barriers and address them. Participation in policy testing gives the company evidence that a headquarters review cannot supply.

Protection Must Extend Beyond the Initial Report

A report begins a period of heightened responsibility for the organization. Once the analyst raises her concern, management decisions about her assignments, evaluation, and employment status may require additional scrutiny. The practical risk extends beyond formal dismissal.

Retaliation can take forms that appear routine when viewed separately: exclusion from meetings, reduced access to training, undesirable shifts, or a sudden change in performance assessments. Such actions require fact-specific investigation. Their occurrence after a report does not automatically establish retaliation, but it can justify closer review.

The ECCP examines retaliation policies, training, complaint handling, and follow-up. It also asks whether investigations are independent, objective, appropriately conducted, and documented [3]. A company should translate those expectations into assigned responsibilities for protecting reporters and assessing concerns about adverse treatment.

In our hypothetical, compliance and human resources could arrange an independent review of material employment decisions concerning the analyst during an appropriate monitoring period. The review should consider existing performance evidence and legitimate business reasons. Protection should preserve fair management processes while reducing the risk that discretionary decisions become instruments of punishment.

The analyst should also have a named contact and a realistic explanation of what follow-up to expect. A company can communicate that it has addressed a concern without disclosing confidential personnel information. Silence after intake can leave a reporter uncertain about both the investigation and personal safety within the organization.

Power Must Be Part of the Investigation

Beauvoir’s perspective also changes the questions investigators ask. If the analyst processed unsupported invoices before reporting, the investigation should establish the instructions she received, how she understood them, the authority she had, and the options she believed were available. Pressure is relevant evidence. It does not predetermine the outcome.

Investigators should examine the manager’s conduct with the same care. Did he discourage inquiry? Had employees raised similar concerns? Did commercial targets reward removing inconvenient checks? Were previous complaints dismissed because his department delivered strong results?

The ECCP examines whether managers encouraged unethical conduct or tolerated greater compliance risk to pursue business objectives. It also addresses consistent discipline and accountability for supervisory failures. These expectations support an investigation that follows power and responsibility through the organization.

A Board should receive enough information to assess whether influential managers are obstructing the program. Relevant reporting might identify repeated concerns within a business unit, unresolved retaliation allegations, or exceptions involving senior personnel. Aggregate results should be interpreted carefully. Few reports can reflect confidence in local management, fear of reporting, or other conditions requiring inquiry.

A useful governance discussion therefore asks what the company knows about the employees least able to challenge authority. The answer should connect employee experience with management action, including who owns unresolved issues and when the board will receive an update.

Five Key Beauvoir Takeaways for the Compliance Professional

  1. Assess the conditions surrounding ethical choices. Examine who controls an employee’s income, assignments, evaluation, and future opportunities. Use that understanding to identify situations where dependence may discourage questions or reporting.
  2. Test policies with employees in different circumstances. Include workers with limited access to technology, language barriers, insecure employment, or little access to senior leaders. Ask them to demonstrate how they would obtain guidance or report a concern.
  3. Treat reporter protection as an assigned responsibility. Establish independent contacts, appropriate follow-up, and proportionate review of potentially adverse treatment. Explain confidentiality limits and avoid promises the organization cannot keep.
  4. Investigate power alongside individual conduct. Determine what instructions, pressures, and authority shaped decisions. Preserve fair accountability for employees while examining managers’ actions and supervisory responsibilities.
  5. Give the board evidence about barriers to ethical action. Report material retaliation risks, repeated concerns involving influential leaders, and progress on corrective action. Explain what remains uncertain and how the company will investigate it.

Beauvoir’s contribution to compliance is practical: ethical expectations must be considered alongside the conditions in which people are asked to fulfill them. The CCO should ask which employees face the greatest personal cost when they follow the code. The board should ask what management has done to reduce that cost.

In Part 3, we turn to John Rawls and the twin concepts of institutional justice and institutional fairness. After considering responsibility with Arendt and the conditions for ethical action with Beauvoir, Rawls shows a compliance professional how a company can design policies, investigations, and discipline that employees can regard as fair, regardless of their position or influence.

Categories
FCPA Compliance Report

FCPA Compliance Report: IIA President Anthony Pugliese on the IIA’s Expanding Role in AI, Cybersecurity, and Geopolitical Risk

In this episode, Tom Fox welcomes Anthony Pugliese, President and CEO of The Institute of Internal Auditors Inc.

We begin with the IIA’s global footprint, with boards in 122 countries; its role in setting internal audit standards; certifications, including the Certified Internal Auditor credential with about 225,000 holders; and education. Pugliese describes how internal audit is shifting from primarily financial controls to a broader focus on non-financial risks, including cybersecurity, AI and disruptive technologies, sustainability reporting, business resilience, and geopolitical risk. He emphasizes internal audit’s growing prospective/advisory role, particularly in assessing whether AI governance is keeping pace with rapid adoption and in communicating complex risks to boards and audit committees. Cybersecurity is cited as chief audit executives’ top concern and increasingly requires continuous monitoring. Pugliese notes members want more industry-specific guidance and expanded GRC resources relevant to compliance and directs listeners to iia.org and the free annual Risk in Focus report.

Key highlights:

  • What the IIA Does
  • Risk Landscape Shifts
  • From Assurance to Advisory
  • Geopolitical Risk in Practice
  • Cyber Threats and Continuous Auditing
  • Why Compliance Pros Should Join

Resources:

Anthony Pugliese on LinkedIn

Institute of Internal Auditors

 Tom Fox

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My first work of general non-fiction is now out: Deluge Before Dawn, the story of the 2025 flood in Kerr County, Texas, which killed 119 people and devastated a county. It is a story of tragedy, heartbreak, survival, and resilience.

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