The Human Side of Compliance   

Think about the last time someone spoke up about a concern, refused to cut corners, or stepped in when something didn’t feel right. That’s compliance in action — the quiet, everyday courage that keeps organizations honest and people safe. 

As we approach Compliance & Ethics Week (November 2–8), it’s important to recognize those moments and the people behind them. Because compliance isn’t just about rules — it’s about the countless choices employees make each day to do what’s right, even when it’s not easy. 

A week to celebrate progress 

Across industries, compliance and ethics teams have been transforming how organizations operate, and it’s paying off: 

• Over 80% of organizations now provide ethics or compliance training — up from 70% a decade ago. 

• 77% of employees say their manager sets a good example of ethical behavior. 

That’s progress worth celebrating. It shows that compliance isn’t a side initiative anymore — it’s becoming part of workplace culture. 

Progress isn’t the finish line 

While compliance has come a long way, progress doesn’t mean perfection. Awareness alone doesn’t always lead to action.

Traliant’s 2025 Code of Conduct Survey found that more than one in three employees are unsure how to report a concern — and nearly half lack confidence their organization would handle it properly. 

That’s not a lack of policy; that’s a lack of trust. 

• If an employee spots falsified expense reports but fears retaliation, the policy is meaningless. 

• If a retail associate witnesses harassment but doesn’t know where or how to report it, the code of conduct isn’t protecting anyone. 

Policies can’t protect people unless people believe in them. 

If you think about it, compliance is a lot like a seatbelt: you don’t buckle up because you expect a crash; you do it because it protects you if the unexpected happens. 

The same is true at work: 

• Workplace safety laws exist so employees don’t have to wonder if the warehouse floor is hazardous, or if they’ll be trained to handle an aggressive customer. 

• Anti-harassment training ensures everyone can show up to work without fear of being disrespected or excluded. 

• Data privacy regulations protect personal information that, if mishandled, could harm your family and finances. 

• Anti-retaliation policies exist so that when you speak up about wrongdoing, your job and reputation are protected. 

Compliance is the guardrail that keeps organizations fair, safe and accountable. 

From awareness to action 

Here’s five ways to keep today’s compliance momentum going: 

1. Bridge the gap between knowing and doing 
   Knowing the rules isn’t enough. Employees need to feel empowered and safe to use them. Fear of retaliation or skepticism can hold people back.  
   
   For example, many employees may know about their organization’s Code of Conduct or helpline — but that doesn’t always translate into them using it. Remind teams that these resources exist to protect them, not expose them, and that reaching out early can prevent small issues from becoming big ones. 

2. Strengthen speak-up culture 
   A hotline is only as strong as the trust behind it. When people see reports go nowhere — or worse, backfire — they lose trust. Employees must feel psychologically safe to use it.  

3. Follow through and give feedback 
   Even a small acknowledgment after someone reports a concern builds confidence. If a report doesn’t lead to visible investigation, response, or communication (where possible), it reinforces the perception that compliance is lip service. Feedback loops and transparency build lasting credibility. 

4. Move beyond the checkbox 
   Scenario-based learning, reflection exercises and storytelling help employees practice ethical decision-making — not just memorize policies. Real learning means preparation for real-world moments. A frontline worker who clicks through a harassment module but never practices how to respond to a disrespectful joke isn’t prepared to act. Modern training needs to go beyond completion rates. Interactive and role-specific content helps employees apply values to real-world dilemmas. 

5. Keep pace with change 
   AI, cybersecurity, and global regulations are evolving faster than most handbooks. Whether it’s deepfake scams, privacy laws, or the ethical use of AI in hiring, compliance must stay one step ahead — not two steps behind. 

A shared responsibility 

All employees benefit when compliance is strong — and everyone has a role in keeping it that way. Because at its heart, compliance is about people. It’s about creating workplaces where honesty is expected, integrity is respected and doing the right thing is second nature. 

Take time during Compliance & Ethics Awareness Week to celebrate the culture you’ve helped build — and the difference you make every time you choose to do what’s right.