your workplace is changing · generation x gen x 1961 - 1981 34 - 54 autonomy, productivity,...

© 2015 NAVEX Global, Inc. All Rights Reserved.

www.navexglobal.com © 2015 NAVEX Global, Inc. All Rights Reserved.


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Your Workplace Is Changing: Is Your Compliance Program Evolving Too?

Diane Brown & Ingrid Fredeen, NAVEX Global




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• Generational Differences & Your Ethics and Compliance Program

• Using Social & Collaborative Learning Tools to Enhance Your Compliance Program

• Using Gamification To Elevate Learning

• Is Learning Portal & On Demand Content The Right Focus

Agenda




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The 2020 Workforce

Generation Nickname Birth Date

Range Age

Range “Reported”

Characteristics Est. % in 2020

Workforce

Baby Boomers The Post-War Generation 1945- 1964 51 - 70 Optimism, innovation, achievement, individualism

22%

Generation X Gen X 1961 - 1981 34 - 54 Autonomy, productivity, recognition, adaptability

20%

Generation Y Millenials 1975 - 1995 20 - 40 Self-expression, comfort w/change, resilience, global awareness, connected

50%

Generation Z Net Generation/Digital Natives

1995 - 2015 0 -20 Technologically savvy, fast-paced, socially connected, creative, collaboration

7%

Source: http://www.careerplanner.com/Career-Articles/Generations.cfm

Source: http://info.hoganassessments.com/blog/bid/171186/The-Generational-Workforce-of-the-Future

http://www.careerplanner.com/Career-Articles/Generations.cfm



http://info.hoganassessments.com/blog/bid/171186/The-Generational-Workforce-of-the-Future














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Question For You…

What Impact Will The Aging Workforce Have on Your Compliance Program?

1. Significant

2. Moderate

3. Slight

4. None

5. Unsure




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How Millennial Are You?

Take the Pew Research Center quiz & find out

• http://www.pewresearch.org/quiz/how-millennial-are-you/

Millennial is a state of mind, not a reflection of age

• Just because you were born in one generation does not mean you can’t exhibit the characteristics of someone born in another generation

• Stereotyping is problematic

• Don’t focus on age or the generation of the individual

Avoid loaded language/terms that suggest an age based preference to avoid creating an age discrimination risk

Perception and impact on culture/engagement

• Focus on identifying different learning styles, aptitudes, and strengths and build program elements to suit the needs of multiple groups




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Y o u r W o r k p l a c e I s C h a n g i n g

The Intersection of Ethics & Compliance and Age




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• Fewer millennials (49%) than non-millennials (70%) say people in business do the right thing when faced with a tough decision

• 85% of millennials want to work for a socially responsible or ethical company

• 95% percent of millennials say that a company’s reputation matters to them

• And 91% say that a company’s social impact efforts are important when they are considering which companies to work for

Bentley Study: PreparedU Project

Source: Bentley PreparedU Project: An In-depth Look at Millennial Preparedness for Today’s Workforce




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Workers between the ages of 19 and 29 are in a significant area of vulnerability in terms of unethical conduct.

Younger Workers Are Vulnerable

Source: Ethics Resource Center, 2010




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How Do The Generations Compare to Each Other?

Source: ERC Report, Millennials, Gen X and Baby Boomers: Who’s Working at Your Company and What Do They Think About Ethics? (2009)




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Millennials Significantly More Likely to Let The Ends Justify The Means




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A Generational View of What is Ethical





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Our kids are perpetrators and victims at alarming rates.

• 48% of middle and high school students reported that they experienced sexual harassment.¹

Problems persist into the college years.

• 1 in 5 women are sexually assaulted while in college.

• 51% of male college students admit they have sexually harassed someone in college.²

• 67% of the students personally experienced harassment and 82% either experienced or witnessed harassment. ³

A Cautionary Tale

Sources: Crossing the Line: Sexual Harassment at School (AAUW 2011); Drawing the Line: Sexual Harassment on Campus (AAUW 2005)Harassment on College Campuses (Hollaback! 2014)




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And apps that allow for anonymous, localized, targeted communication fuel the fire.

A Cautionary Tale (cont.)

Desh, please fix this image.

• After School

• Ask.fm

• Instagram

• Snapchat

• YikYak

• Others?

These kids become your employees.




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• Age and maturity have been recognized as factors that influence an individual’s ethical decision making.*

• One theory is that individuals continue to develop “enlightened attitudes as a result of new and different situations” encountered over time.**

Why Are Millennials More Likely To Do Unethical Things?

Sources: *Exploring Millennials, Journal of Academic and Business Ethics Volume 9 December 2014, p. 4 & ** Miesing and Preble, 1985, p. 470




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• Passing the torch of experience: Transferring knowledge between generations is becoming a critical capability for today’s organization

• Beyond one size fits all: Learning executives believe there are clear differences in the learning preferences of workers from different generations

Thinking About The Challenge Differently




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Lessons From L&D: Fostering Knowledge Transfer

Source: Closing the Generational Divide, IBM & ASTD 2006




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Number of Program Elements Plays A Role

Source: *Exploring Millennials, Journal of Academic and Business Ethics Volume 9 December 2014, p. 4 and ** Miesing and Preble, 1985, p. 470




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One Size Does Not Fit All

Source: Closing the Generational Divide, IBM & ASTD 2006




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Learning Preferences




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Another Point of View

Source: Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work (Harper Business, 2002)




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How are you

modifying your compliance program to

better accommodate different learning styles? 1. We have not made/do not plan to make changes

2. Adding social/collaborative learning

3. Deploying higher quality content

4. Adding gamification elements

5. Offering more mobile-enabled training

6. Deploying shorter training/microlearning

7. Creating a university-style learning program

8. Making more just-in-time training available

9. Delivering training through a dedicated app

10. Improving on-demand and/or self-paced learning

11. Other




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Workplace Harassment is Evolving




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Preparing for Change

Consider how your workplace will shift in the next 5-10 years and start innovating now.

Stay on top of how employees acquire knowledge personally, and try to incorporate the methods into your program.

Assess learning styles for your organization, and develop resources in formats that best meet the styles of your employees.

Address the knowledge drain that is inevitable and foster more opportunities to share and transfer knowledge.




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Harnessing the Power of Social and Collaborative Learning




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STRATEGIES FOR MAKING COMPLIANCE CONNECTIONS WITH MILLENNIALS

Recent Examples from Cargill’s Ethics & Compliance Program




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143,000 employees

working in nearly

70 businesses

67 across

countries

with a singular purpose:

to be the

global

leader in

nourishing

people.

Today, Cargill is:




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In order to reach these populations more effectively, the Ethics & Compliance team aims to communicate using their language and tools.

Like many other companies, Cargill has seen its employee population slowly become younger. This trend is not just

limited to the United States; many of our locations across the globe also have growing millennial populations.

Millennials are on the rise at Cargill…




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• Building trust through transparency

Case studies have some of the highest readership rates of company communications

Internal surveys show that millennials (and other employees) believe trust is built by being open about failures and successes

In 2014, we introduced two new versions of our popular case studies, allowing us to engage with millennials year round

How Cargill Reaches Millennials




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Motivating Millennials through Media

• To compliment existing print media, compliance has been producing more video content, such as “Ethics & Compliance TV”

• We also have aimed to deliver more content through mobile devices by using Brainshark and other compatible software

• And our Chief Compliance Officer is a regular contributor on social media, using postings and chats to connect with employees across the globe





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Letting Millennials Know They Matter

• In 2015, the Global Ethics & Compliance Program aligned itself with GROW; an employee resource group for new employees

• Compliance now actively partners with GROW to co-sponsor events and communications aimed at this employee group

• Millennials enjoy social gatherings and networking opportunities – prime opportunities for compliance to engage in a less formal manner


GROW Group Responsible for Orienting and Welcoming

New Employees to Cargill




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And looking ahead…

Multi-Channel Events Our 2015 Ethics Week in May will offer a variety of

ways for employees to connect and celebrate our

ethical culture.

Code 2.0 As part of a branding refresh of the traditional Code

of Conduct booklet, we will develop our first

interactive, electronic version for our employees.




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Gamification




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Has your organization started to use game theory in the ethics and compliance program?

1. Yes, we have been using it for more than 2 years

2. Yes, we have been using it for 1-2 years

3. Yes, we just started using it in the last year

4. No, but we are exploring it

5. No, it won’t work in our culture

6. Not sure




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Where are Clients & the Market Today?

? Which training trends are you

currently applying or will you apply in the next year?

11% say gamification




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External to Compliance Program Element

• Leader boards

• Recognition

• Prizes and awards

Integrated Into the Compliance Program Element

• The learning event itself is a game

• Employees learn valuable lessons as they complete the game

External & Internal Games




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NAVEX GLOBAL’S WORKPLACE HARASSMENT 6




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Introducing Workplace Harassment 6




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• Engaging today’s workforce with new content for 2015

• Tackling important emerging trends

• Addressing new requirements like California AB2053

• Fulfilling regulatory obligations and building legal defenses

• Changing cultures around the globe

Workplace Harassment 6




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H o w D e l l D o e s G a m i f i c a t i o n

#GAMEON




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What is #GameOn?




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• Fresh and engaging learner experience

• Reinforce knowledge using immediate feedback loops

• Make decisions and solve problems in a safe, fun, and competitive environment

• Increase retention and application of knowledge gained during course

• Demonstrate effectiveness and impact of E&C education initiatives

Dell’s #GameOn Goals




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Where are they today?

It is a journey.

• This is game-based learning not “gaming” and there is a difference. Contracted for three games covering anti-bribery, data protection and privacy (DPP), along with a custom Code of Conduct game (Code)

• First game deployed in September 2014 and was be an optional global course available to all team members (100K+) with plans to mandate the DPP and Code game as part of annual training requirements for 2015.




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Customer Feedback: 25K Completions What 9,100 + team members told us about #GameOn

Would recommend The Honesty Project to their peers!

Believe they will be able to apply what they learned to their jobs

93%

Wh

at

they

lik

e

Op

po

rtu

nit

ies

Game Format

• Stakeholders feedback

• A different, engaging format

• Interactivity

• Fun way to learn

• Easy to navigate

• More levels

• Less text

• Increase interactivity

Audio / Visual

• Graphics

• “Cool” music

• “Better” graphics.

• Voice over all text

• More video

• Bigger fonts

Scenarios

• Ability to make decisions

• Related to real world situations

• Liked the “grey” aspects to the situations presented

• More scenarios

• Consequences for bad choices

• Show best answer

Content

• Bonus Questions

• Exposer to different types of global situations

• Storytelling

• Increase difficulty

• More translations

95%




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H o w D e l l D o e s G a m i f i c a t i o n

The Responsibility Project: A DPP Game




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The Responsibility Project The Set-Up

• It’s your first day as a new team member at LoftLinn Technologies. While you wait in the lobby to be checked-in a video call appears on your tablet device. In a scratchy transmission you receive a message from the future, the future you to be precise.

• Your future self is relieved and desperate. You indicate you are connecting through a time-link from five years in the future. It’s the first time the experimental equipment has worked and the backup power won’t last long.

• The future is a terrible place. An event called “The Breach” essentially destroyed privacy and security across the internet and around the world. Companies lost all their critical data. People’s bank accounts emptied overnight. Multinationals went bankrupt, economies collapsed. Food riots burned through cities. Power grids and communications are going dark. Hopes for restoring order are almost gone.

• From sketchy records, it’s believed The Breach began at a single location: LoftLinn Technologies. It’s going to begin on the day you’re receiving this call. In about 6 hours.

• Your not an expert and this is your first day at the company. But it doesn’t matter. This is the last desperate attempt at stopping The Breach before it happens. You’ve become their only hope. Will you try to avert the disaster and save the future?

Game Progression

The Journey

The Countdown

The Climax

(Note: the company name is a placeholder, we will develop something unique)




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The Responsibility Project – Mock Ups




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Learning Portals & On Demand Content? Compliance University




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How Booz Allen Hamilton Does It

• Role-based “war games” help explore decision making and drive teamwork

• Teams provided time-based scenarios that evolve over time where they are presented with dilemmas that they need to solve as a team

Creates engaging environment and places participants in the roles of leaders

Focuses on the “how” of ethical decision making rather simply the “what” building skills

Helps contextualize issues and provides consequences to actions

Explores how group dynamics can affect outcomes

Provides a complete view of how compliance issues can affect entire institution




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How Booz Allen Hamilton Does It

• Leader-led (or University Style) structured discussion sessions help build culture and communicate key compliance requirements

• Managers provided briefing by senior leadership on messages, stories and how to deliver sessions along with facilitator guide for conducting training

Helps drive organizational narrative and provides a means for communicating information that is not easily conveyed via electronic messages and online training

Builds relationships and provides foundation for ethical efficacy

Strengthens communication skills of managers and employees regarding ethics and compliance issues

Explores why decisions are made and generates discussion about how to address issues




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Questions?




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Thank You

Diane Brown VP, Regional Solutions Advisors [email protected]

Ingrid Fredeen VP, Online Learning Content [email protected]

your workplace is changing · generation x gen x 1961 - 1981 34 - 54 autonomy, productivity,...

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