Without reading and mastering pages of regulatory code, HR can be aware of current and emerging regulation and anticipate its
consequences. Getting ahead of regulation avoids oversight.
• Do regulation forums with business leaders and employees: The purpose of these briefings is not to limit innovation, to denounce regulators, or to create fear, but to be transparent about what is happening. In one
company, corruption practices were unclear in many markets. The HR professionals put together an online and in-person workshop on
unacceptable corruption behaviors. This presentation informed employees before any problems arose.
• Act quickly and fairly when inappropriate behavior occurs: When HR professionals hear of inappropriate behavior, they should act quickly with due diligence and justice. Had HR responded sooner to the senior xenophobic leader noted earlier, an enormous amount of time and reputation could have been saved.
Again, not all complaints are legitimate, but whistle-blowers should be heard. HR professionals should be listening posts both by personal contact (e.g., interviewing those who
leave the company) and by empirical data (e.g., a disproportionate number of employees might leave the company from one division).
• Be a role model: The HR department should live to a higher standard, both in legal compliance and in appropriate management practice. We have seen HR departments who encourage others to comply with regulation, but do not do so themselves. This hypocrisy limits influence.
Author Dave Ulrich
