Interaction with learners

Safetrac Leads the Way: “Organizations must implement these 5 elements in compliance training to drive cultural change,” says CEO

Despite growing awareness of systemic inequalities driving demand for diversity, equity and inclusion (DEI) training in the workplace, multiple studies have shown it to have little impact on change. of organizational culture. Indeed, employers often treat DEI training as a chore that employees must endure – sign up, check the box and you’re done. This type of exercise may satisfy an employer’s training participation requirements and even demonstrate rote compliance with some applicable legal requirements, but it is insufficient to alter ingrained cultural norms.

According to Deborah Coram, CEO of Australia’s leading compliance training provider, Safetrac, organizations need to implement these five elements into their compliance training to contribute to long-term culture change in the workplace.

1. Make sense

Employers should tailor compliance training to their industry and organization to make it more meaningful. They must also ensure that they develop courses that match the roles and responsibilities of their staff. Courses should contain interactions and activities that require the learner to demonstrate understanding of the content. Real work scenarios and appropriate case studies can also be used to explain abstract concepts in a way relevant to the workplace and employees.

At the end of the training, test the staff to make sure they understand the content. This will allow you to follow up with staff on areas where they show a lack of understanding.

Once the training is rolled out and followed by the majority of staff, ensure that the training is discussed and applied in day-to-day operations.

2. Make it continuous

Making compliance training a regular occurrence will help ensure that employees are always up to date on the latest compliance regulations. Refresher courses and MicroLearns are a great way to reinforce training concepts, and updated training should be rolled out annually. This way, staff are kept up to date with legislative changes while remembering your organization’s procedures and policies. Tracking employee effectiveness and providing regular reports of violations, incidents, risks, and hazards to decision-makers will also help foster a culture of compliance.

3. Make it sustainable

The importance of compliance training cannot be overstated, as navigating the regulatory landscape for businesses becomes more complex. An effective compliance training program helps an organization manage risk, avoid penalties, and protect its reputation.

While many organizations are opting to deliver in-person compliance training programs through face-to-face methods, the pandemic has introduced a new work-from-home culture that has made this form of training highly problematic. Online compliance training ensures that all staff have access to consistent, up-to-date information in a uniform timeframe. It also allows executives (and regulators if needed) quick access to reports detailing completions, knowledge analysis, and overall transparency of training efforts.

Additionally, moving training online frees staff from having to travel to and from multiple locations to attend training sessions, which, in addition to the elimination of printed materials, can significantly contribute to reducing an organization’s carbon footprint.

4. Start at the top

The leaders of an organization set the tone for the whole group. For compliance to be effective, management and leaders must set the tone through their actions, conduct, policies and procedures. Additionally, the manner in which violations are handled must be transparent, consistent, and in accordance with policies and procedures. The tone of leaders must then be demonstrated and reinforced by those of middle management. Keep in mind that compliance violations often start with small daily decisions or actions. These should be dealt with immediately and not allowed to continue. From there, organizational culture will begin to emanate from all staff at all levels.

5. Improve it

Finally, improving compliance training is another way to foster organizational culture change.

In the past, compliance training was seen as a way to tick the box so that in the event of regulatory intervention, an organization could demonstrate that it had made an effort to train its staff. While this remains an important aspect of compliance training, it is not enough. Using staff productivity hours to pursue shoddy compliance training does little to educate or change behavior. When looking for a compliance training partner, it is essential to ensure that the courses are:

  • varied, with different types of interactions and activities
  • modified, so the generic branding can be changed to look like your own organization
  • customizable, ensuring scenarios, activities and images are updated to suit your workplace and different staff roles
  • engaging, to establish that learner outcomes are being achieved
  • efficient, combining pre- and post-testing to ensure learners have the right knowledge to give you confidence that staff understand the concepts.

Safetrac emphasizes the importance of implementing compliance training that reflects an organization’s values, ethics and culture. Compliance training should always be available and implemented regularly. There’s no point in forming and creating policies if they’re only kept on someone’s desktop, inbox, or intranet.

About Safetrac

Safetrac has won the LearnX Platinum Award for Best Compliance Program an unprecedented 11 times. Since 1999, the company has been known for providing the best compliance training programs for small and medium-sized enterprises (SMEs) to large corporations in Australia and New Zealand.

To learn more about Safetrac and its courses, anyone interested can visit their website or schedule a consultation with one of their consultants to talk about the particular goals and objectives.

Deborah Coram

[email protected]

1800 170 830