Positive workplace culture
A positive workplace culture can encourage ethical and supportive behaviours while discouraging fraudulent or corrupt activities. Staff will be less able to rationalise fraudulent or corrupt activities where a positive workplace culture exists. A culture built on honesty, transparency and integrity is a key organisational strength that can serve to reduce the risk of fraud. If weak countermeasures are the fuel, a bad culture can be the spark that ignites fraud and corruption.
Why this countermeasure matters
A bad workplace culture can lead to:
- incentives that encourage fraudulent or corrupt behaviour
- ‘win at all costs’ attitudes that disregard risks or unethical behaviour
- tolerances to cutting corners or workarounds
- bullying behaviour or staff being coerced to 'get on board with the program'
- demoralised or resentful staff who may then rationalise fraudulent or corrupt actions.
How you might apply this countermeasure
Some ways to implement this countermeasure include:
- creating a rewards and recognition program
- setting up health and wellbeing training and initiatives
- promoting an inclusive and supportive workplace culture
- providing training on ethical conduct and decision-making
- establishing open and transparent communication and decision-making.
How to check if your countermeasures are effective
Here are some ways to measure the effectiveness of this type of countermeasure:
- undertake a staff census with focused questions relating to workplace culture.
- review APSC Census Results if you are Commonwealth entity.
- undertake regular interviews of staff.
- complete quantitative and trend analysis of incidences of bullying and harassment, compensation, fraud and misconduct.
- review statistics of proven internal fraud and misconduct investigations within your entity or a specific part of your entity.
- review completion rates of relevant courses such as ethics training.
- analyse rates of staff turnover.
This type of countermeasure is supported by: