You must educate your employees on ethical decision-making and how you want them to behave, but you must also be on the lookout for failures to uphold your standards of behavior. It’s essential that you have a structure in place so employees can confidently come forward, without fear of retaliation, and allow you to capture information about fraudulent, illegal or unethical behavior, so you can investigate and correct it.
An incident detection solution should contain the following critical components:
- An anonymous, confidential whistleblower hotline that is 24/7/365, run by a third-party and able to assist callers in multiple languages. You should be able to customize the escalation procedures you want in place and the hotline should leverage automated dissemination systems so you get the right information to the right person in the organization for immediate follow-up.
- Web-based forms that let employees anonymously submit issues over the web as well as manager “walk up” forms that allow managers and supervisors to document and submit issues they learn of when employees come and talk to them.
- International web reporting that gives you the option to modify your forms to accommodate special requirements and to ensure you are compliant with how you solicit incidents from all geographies in which you operate.
- Employee surveys and compliance risk assessments that let you take the pulse of the organization and provide another way to gather information from your workforce. While it’s critical to have processes in place to reactively capture incidents, it’s just as important to have a way to proactively reach into your organization to uncover issues.