Working Together to Drive Your Compliance Culture

Here at IDEA we recently held a two-day interactive workshop on project compliance. We kicked off the first session discussing the hierarchy of compliance in the UK which typically involves several layers.

1. UK Acts are laws passed by the UK Parliament. For example, the Health and Safety at Work etc. Act 1974, which sets out the general duties employers have towards employees regarding health and safety.

2. Regulations are detailed rules made under the authority of an Act. For instance, the Management of Health and Safety at Work Regulations 1999, which require employers to assess and manage risks to their employees' health and safety.

3. Standards are published documents that provide guidelines and specifications to ensure products, services, and systems are safe, reliable, and of good quality. These include British Standards (BS), European Standards (BS EN), and International Standards (ISO).

4. Organisational Policies and Procedures are internal guidelines and rules that a company establishes to ensure compliance with legal and regulatory requirements. They include company policies, procedures, and standards that guide the behaviour and actions of employees to maintain compliance and achieve organizational goals.

Throughout our workshop and discussions, we referenced 5 broad and interconnected categories of compliance:

1. Regulatory Compliance involves adhering to laws and regulations set by governmental bodies. Regulatory compliance ensures that the organisation meets all legal requirements to operate safely and ethically.

2. Contractual Compliance refers to fulfilling the terms and conditions of contracts between clients, suppliers, and partners. It includes ensuring that all contractual obligations are met, such as delivery schedules, quality standards, and payment terms.

3. Quality Compliance involves adhering to quality standards and guidelines to ensure that products and services meet customer expectations and regulatory requirements.

4. Organisational Compliance which includes the use of internal policies and procedures that ensure an organisation operates efficiently and ethically.

5. Ethical Compliance involves maintaining high ethical standards and principles, such as integrity, fairness, and respect. Its aim is to ensure the organisation conducts business in a socially responsible manner and maintains a positive reputation.

We discussed what contributes towards compliance in each of these five categories and while brainstorming examples of organisational compliance an attendee suggested culture.

Culture was intentionally not on my PowerPoint as it often sparks a side tracked debate over its definition. However, this was not the case as we were in a small room of like-minded people who appeared to agree the role of positive organisational cultural was promoting and reinforcing “right” thinking and behaviour. The discussion was short and centred around the organisational category, but over the past week I have been reflecting on importance of culture on maximising compliance across the five broad categories.

I concluded that organisational culture plays a crucial role in ensuring compliance by fostering an environment where employees understand and adhere to compliance requirements. A positive culture promotes ethical behaviour, accountability, and transparency, which are essential for maintaining compliance in all areas.

A strong culture of compliance ensures that employees are aware of and adhere to laws and regulations set by governmental bodies. Organisational culture promotes accountability and therefore influences how employees fulfil the terms and conditions of contracts with clients, suppliers, and partners. A culture that values quality ensures that products and services meet customer expectations and regulatory requirements. Internal policies and procedures, shaped by the organisational culture and values, ensure efficient and ethical operations. A culture that prioritises integrity, fairness, and respect ensure that the organisation conducts business in an ethical and socially responsible manner.

In summary, a positive organisational culture is fundamental in embedding compliance into the daily operations and behaviour of employees, thereby ensuring that the organisation meets its legal, contractual, quality, organizational, and ethical obligations.

If your organisation is interested in compliance training that will help equip your team with comprehensive knowledge of compliance requirements, and ensure compliance throughout your project lifecycle,

get in touch.

[email protected]

www.idea-ltd.co.uk