Compliance & Ethics Manager ⋅ Royal Mail Group
Group Compliance & Ethics want to keep you all informed of how things are going with Speak Up and so will be issuing quarterly comms on the process going forward.
So, here’s a few facts and figures for Q2:
· 198 reports received - a 92%increase over 2020-21 reporting levels! This is very positive, as it means more people feel confident to speak up when something isn’t right.
· 76% of reports were anonymous - this is very high and suggests people don’t believe the process is confidential. This is not correct - if you provide your contact details, we will protect your identity and not disclose it to anyone (even the investigator) without your consent. However, providing your contact details means we can contact you more easily to ask for more information or provide you with feedback on your report.
· 126 reports allocated for investigation, further information requested in 53 cases - if you make an anonymous report, use your case reference and password to check your report to see if we need more information. Without it, we can’t always investigate.
· 52 reports closed, 16 upheld or partially upheld - in these cases, appropriate remedial actions were put in place.
A sample of issues raised which have been resolved through Speak Up this quarter include:
· A report of multiple health and safety issues at a site, including trip hazards, unsafe use of equipment and non-compliance with Covid rules, led to a site visit. The report was upheld, and remedial actions identified, with a target completion date of 6 weeks. Without this report, serious injury could have occurred, and a Health and Safety Executive investigation launched, resulting in potential penalties for RMG.
· A report of personal vehicles being used to deliver mail was upheld and the practice ceased immediately. Had this not been reported then the practice may have continued, putting the security of the mail and the good reputation of RMG at risk.
If you have any concerns you feel you can’t raise through the line for whatever reason, do the right thing and Speak Up – call 0800 090 3154 or go to https://royalmail.gan-compliance.com/p/speakup 24 hours a day, 7 days a week. Only by raising these issues can we work together to resolve them and make RMG a compliant, safer and happier place to work
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RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
redneck
- Posts: 788
- Joined: 04 Jan 2010, 20:28
- Gender: Male
Re: Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
The primary complaint process for this should be the union. If that doesn't work, then resort to this.
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CharlesG
- Posts: 180
- Joined: 20 May 2021, 20:09
- Gender: Male
Re: Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
A 92% increase in reports received is positive?
A 92% increase to me shows management have been not following guidelines correctly.
If say 50% of employees either A do not know of this number to report things to and B do not actually know correct guidelines anyway so would not know anyways.
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Manager ⋅ Royal Mail Group
Compliance & Ethics Survey Results - Comfort Speaking Up
As mentioned previously on Workplace, this is the second in our series of posts about the Compliance and Ethics Culture Survey which took place in June. The theme of this post is employee comfort speaking up.
Across Royal Mail, there is good awareness of how to raise concerns (91%) and for line managers, how to deal with concerns raised to them (90%). This is very reassuring as line managers are the favourite reporting channel (54%) followed by the Speak Up Helpline (28%).
However, only 76% felt comfortable raising concerns and only 60% felt action would be taken if they did raise a concern. This is clearly an area for improvement.
The three main reasons for not speaking up (which you will see in most companies) are:
1. Concerns around confidentiality (30%)
2. Fear of retaliation (29%)
3. The belief that nothing would be done (18%)
Line managers play a pivotal role in setting the culture in their team. It’s important they provide comfort on these concerns – reassure your team that concerns will be dealt with confidentially and make it clear retaliation is not tolerated. Research shows that where the non-retaliation policy is enforced, misconduct is reported 39% more than when it is not enforced. All instances of alleged retaliation should be reported to Speak Up so they can be investigated, and disciplinary action taken if appropriate. When a concern is raised to you, provide feedback so the individual understands what action has been taken. This will help individuals feel satisfied with how their concern has been handled. Current satisfaction levels have increased 20% compared to 2019 but it’s still only 66% so lots of room for improvement.
As a reminder, where reports are made to the Speak Up helpline, they are all treated in the strictest confidence and all reports that are in scope and with enough information are investigated.
The level of observed misconduct in Royal Mail was 18% (the same as in 2019) but the level of people reporting that misconduct has increased from 62% in 2019 to 75% - this is a great result and significantly above external benchmark results so something to be proud of. It also correlates to the big increase we’ve seen in the monthly level of Speak Up reports. 86% of people who raised a concern said they would do so again – another good result which suggests people believe it is worthwhile speaking up.
Overall, there are some very positive results here. But we can further improve these results by making it clear that Royal Mail values each report that is made by taking action, protecting confidentiality and not tolerating retaliation.
Look out for post #3 on organisational justice.
Compliance & Ethics Survey Results - Comfort Speaking Up
As mentioned previously on Workplace, this is the second in our series of posts about the Compliance and Ethics Culture Survey which took place in June. The theme of this post is employee comfort speaking up.
Across Royal Mail, there is good awareness of how to raise concerns (91%) and for line managers, how to deal with concerns raised to them (90%). This is very reassuring as line managers are the favourite reporting channel (54%) followed by the Speak Up Helpline (28%).
However, only 76% felt comfortable raising concerns and only 60% felt action would be taken if they did raise a concern. This is clearly an area for improvement.
The three main reasons for not speaking up (which you will see in most companies) are:
1. Concerns around confidentiality (30%)
2. Fear of retaliation (29%)
3. The belief that nothing would be done (18%)
Line managers play a pivotal role in setting the culture in their team. It’s important they provide comfort on these concerns – reassure your team that concerns will be dealt with confidentially and make it clear retaliation is not tolerated. Research shows that where the non-retaliation policy is enforced, misconduct is reported 39% more than when it is not enforced. All instances of alleged retaliation should be reported to Speak Up so they can be investigated, and disciplinary action taken if appropriate. When a concern is raised to you, provide feedback so the individual understands what action has been taken. This will help individuals feel satisfied with how their concern has been handled. Current satisfaction levels have increased 20% compared to 2019 but it’s still only 66% so lots of room for improvement.
As a reminder, where reports are made to the Speak Up helpline, they are all treated in the strictest confidence and all reports that are in scope and with enough information are investigated.
The level of observed misconduct in Royal Mail was 18% (the same as in 2019) but the level of people reporting that misconduct has increased from 62% in 2019 to 75% - this is a great result and significantly above external benchmark results so something to be proud of. It also correlates to the big increase we’ve seen in the monthly level of Speak Up reports. 86% of people who raised a concern said they would do so again – another good result which suggests people believe it is worthwhile speaking up.
Overall, there are some very positive results here. But we can further improve these results by making it clear that Royal Mail values each report that is made by taking action, protecting confidentiality and not tolerating retaliation.
Look out for post #3 on organisational justice.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Manager ⋅ Royal Mail Group
Compliance & Ethics Culture Survey Results – Organisational Justice
This is the third in our series of posts about the Compliance and Ethics Culture Survey which took place in June. The theme of this post is organisational justice, which is the belief that everyone is treated fairly, regardless of their position, and that concerns are taken seriously.
It’s really important as research has shown that organisational justice is linked to positive outcomes such as:
Trust
Job performance and satisfaction
Organisational commitment
Positive work behaviour/culture
In the survey, respondents were asked whether misconduct or unethical behaviour is tolerated in high performers at Royal Mail. The percentage of people agreeing with this statement has fallen from 43% in 2019 to 25% in 2021 – a very positive result.
However, only 44% of respondents agreed that where management are aware of misconduct or unethical behaviour, they take action and only 32% agreed that Royal Mail imposes discipline consistently for non-compliant or unethical behaviour. Over 40% of people neither agreed or disagreed, which means they just don’t know how we impose discipline. These are all indicators of poor organisational justice in the business.
Team leaders have a crucial role to play in helping us improve this area. You can do this by:
Making it clear what standards you expect people to follow and that you’ll apply the same standards to everyone in the same way. In some teams, you may have examples where you’ve had to impose discipline. In others, you may not but by being vocal about what you expect and how you would act, we can hopefully convince some of those people who didn’t know to agree the next time we do the survey
Dealing with concerns and providing feedback to reporters about actions you’ve taken, so they know you took them seriously
We’ll cover more on the perception of senior leadership and tone from the top in the next blog post – make sure you look out for it.
Compliance & Ethics Culture Survey Results – Organisational Justice
This is the third in our series of posts about the Compliance and Ethics Culture Survey which took place in June. The theme of this post is organisational justice, which is the belief that everyone is treated fairly, regardless of their position, and that concerns are taken seriously.
It’s really important as research has shown that organisational justice is linked to positive outcomes such as:
Trust
Job performance and satisfaction
Organisational commitment
Positive work behaviour/culture
In the survey, respondents were asked whether misconduct or unethical behaviour is tolerated in high performers at Royal Mail. The percentage of people agreeing with this statement has fallen from 43% in 2019 to 25% in 2021 – a very positive result.
However, only 44% of respondents agreed that where management are aware of misconduct or unethical behaviour, they take action and only 32% agreed that Royal Mail imposes discipline consistently for non-compliant or unethical behaviour. Over 40% of people neither agreed or disagreed, which means they just don’t know how we impose discipline. These are all indicators of poor organisational justice in the business.
Team leaders have a crucial role to play in helping us improve this area. You can do this by:
Making it clear what standards you expect people to follow and that you’ll apply the same standards to everyone in the same way. In some teams, you may have examples where you’ve had to impose discipline. In others, you may not but by being vocal about what you expect and how you would act, we can hopefully convince some of those people who didn’t know to agree the next time we do the survey
Dealing with concerns and providing feedback to reporters about actions you’ve taken, so they know you took them seriously
We’ll cover more on the perception of senior leadership and tone from the top in the next blog post – make sure you look out for it.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Director of Compliance & Ethics
Compliance & Ethics Culture Survey Results
This is the fourth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2020.
Topic
Tone from the top - the messaging and expectations set by the senior leadership of a business or team. It plays a fundamental role in setting the culture in that business or team.
Headline results
Good but room for improvement.
Our survey said…
Most people agreed that senior leaders in Royal Mail and in their business units regularly communicate about the importance of compliance and ethics, role-model ethical behaviour and send a clear message that non-compliance and unethical behaviour are not tolerated. However, a number of people weren’t sure on this point, which means there’s room for improvement.
What can I do?
Team leaders play a key role here:
· Tell people what you expect – I expect everyone in the team to complete their compliance training by the deadline, I want you to meet your targets but make sure you follow process.
· Show people what you expect – I’ve registered a gift I received from a supplier on the gifts, hospitality, sponsorship and donations register, I’ve completed my compliance training before the deadline.
· Talk about compliance and ethics – I had an ethical dilemma recently, this is how I resolved it, there’s a new Royal Mail policy relevant to our team, let’s spend 5 minutes looking at it.
· Recognise people who do the right thing.
Where can I get more information?
Look at the Leading with Integrity Managers Guide available on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post?
Clarity of expectations
Compliance & Ethics Culture Survey Results
This is the fourth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2020.
Topic
Tone from the top - the messaging and expectations set by the senior leadership of a business or team. It plays a fundamental role in setting the culture in that business or team.
Headline results
Good but room for improvement.
Our survey said…
Most people agreed that senior leaders in Royal Mail and in their business units regularly communicate about the importance of compliance and ethics, role-model ethical behaviour and send a clear message that non-compliance and unethical behaviour are not tolerated. However, a number of people weren’t sure on this point, which means there’s room for improvement.
What can I do?
Team leaders play a key role here:
· Tell people what you expect – I expect everyone in the team to complete their compliance training by the deadline, I want you to meet your targets but make sure you follow process.
· Show people what you expect – I’ve registered a gift I received from a supplier on the gifts, hospitality, sponsorship and donations register, I’ve completed my compliance training before the deadline.
· Talk about compliance and ethics – I had an ethical dilemma recently, this is how I resolved it, there’s a new Royal Mail policy relevant to our team, let’s spend 5 minutes looking at it.
· Recognise people who do the right thing.
Where can I get more information?
Look at the Leading with Integrity Managers Guide available on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post?
Clarity of expectations
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
WASD
- EX ROYAL MAIL
- Posts: 375
- Joined: 03 Jul 2019, 12:15
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Hah, i forgot about this.
More paper work and tick boxes.
"Compliance training"
It's ironic really, as this kind of thing only adds to the issues.
More paper work and tick boxes.
"Compliance training"
It's ironic really, as this kind of thing only adds to the issues.
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POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Ever wondered what happens when you make a speak up report?
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I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Engagement Mgr
Compliance & Ethics Culture Survey Results
This is the fifth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2020.
Topic
Clarity of expectations - how clearly standards of behaviour are communicated to employees. If these are not clear, you can’t blame colleagues if they get it wrong.
Headline results
Good awareness of standards but more can be done communicating them.
Our survey said…
The vast majority of respondents were aware of Our Business Standards and where to find compliance policies and guidance. Over 90% of people who looked at these resources found them useful. However, respondents felt that senior leaders in Royal Mail and business units could do more to communicate their expectations more regularly and talk about the importance of compliance and ethics. This is key as employees whose managers engage regularly with them about compliance are twice as likely to be comfortable approaching their manager with concerns and 24% more likely to believe they have a personal responsibility in making sure the company does the right thing.
What can I do?
Team leaders play a key role here. When you’re communicating about standards and expectations:
Don’t say
I don’t care how you do it, just meet your targets
I know this compliance training is boring but can you just do it
I need to register a gift I received from a supplier but I keep forgetting
I’m not interested in hearing about unsubstantiated concerns about an issue
Do say
Targets are important but we must still follow our processes
This training is important to keep us all safe so please complete by the deadline
I’ve registered a gift I received from a supplier – make sure you register any you receive
Thanks for raising this with me. I’m going to put it into the Speak Up process for investigation
Where can I get more information?
Look at the our policies, guidance and Leading with Integrity Managers Guide available on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post?
Openness of communication.
Compliance & Ethics Culture Survey Results
This is the fifth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2020.
Topic
Clarity of expectations - how clearly standards of behaviour are communicated to employees. If these are not clear, you can’t blame colleagues if they get it wrong.
Headline results
Good awareness of standards but more can be done communicating them.
Our survey said…
The vast majority of respondents were aware of Our Business Standards and where to find compliance policies and guidance. Over 90% of people who looked at these resources found them useful. However, respondents felt that senior leaders in Royal Mail and business units could do more to communicate their expectations more regularly and talk about the importance of compliance and ethics. This is key as employees whose managers engage regularly with them about compliance are twice as likely to be comfortable approaching their manager with concerns and 24% more likely to believe they have a personal responsibility in making sure the company does the right thing.
What can I do?
Team leaders play a key role here. When you’re communicating about standards and expectations:
Don’t say
I don’t care how you do it, just meet your targets
I know this compliance training is boring but can you just do it
I need to register a gift I received from a supplier but I keep forgetting
I’m not interested in hearing about unsubstantiated concerns about an issue
Do say
Targets are important but we must still follow our processes
This training is important to keep us all safe so please complete by the deadline
I’ve registered a gift I received from a supplier – make sure you register any you receive
Thanks for raising this with me. I’m going to put it into the Speak Up process for investigation
Where can I get more information?
Look at the our policies, guidance and Leading with Integrity Managers Guide available on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post?
Openness of communication.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Engagement Mgr
Compliance & Ethics Culture Survey Results
This is the sixth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Openness of communication: are employees encouraged to voice their concerns or to share their opinions on important issues facing Royal Mail? Is there open dialogue or is it a one-way flow of information?
Headline results
Generally good scores but there is room for further communication.
Our survey said…
70% of respondents agreed that managers value team members who voice their opinions and concerns. 74% agreed they work in an environment where they feel safe to constructively challenge, suggest new ways of working and voice ideas and concerns. This type of team environment increases job satisfaction and motivation, trust between colleagues, innovation and problem solving, improves customer service and ultimately leads to increased growth.
What can I do?
Team leaders play a key role here:
· Lead by example (e.g. being open to opinions that differ from your own)
· Be engaged (e.g. being present in conversations and being aware of your body language)
· Show understanding (e.g. avoid placing blame and focus on solutions)
· Be inclusive (e.g. share information about your personal work preferences, be approachable)
· Create a safe environment (e.g. do not interrupt each other, step in when someone is interrupted, accept all ideas and never judge, out of the box suggestions are encouraged)
· Develop an open mindset (e.g. share your failures with your team)
Where can I get more information?
Contact the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
People managers can access the Leading with Integrity Managers guide on the Compliance & Ethics Guidance Hub for tips on how to deal with concerns and for help interacting with their team members.
What’s the topic of the next post? Direct Manager Relationship
Compliance & Ethics Culture Survey Results
This is the sixth in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Openness of communication: are employees encouraged to voice their concerns or to share their opinions on important issues facing Royal Mail? Is there open dialogue or is it a one-way flow of information?
Headline results
Generally good scores but there is room for further communication.
Our survey said…
70% of respondents agreed that managers value team members who voice their opinions and concerns. 74% agreed they work in an environment where they feel safe to constructively challenge, suggest new ways of working and voice ideas and concerns. This type of team environment increases job satisfaction and motivation, trust between colleagues, innovation and problem solving, improves customer service and ultimately leads to increased growth.
What can I do?
Team leaders play a key role here:
· Lead by example (e.g. being open to opinions that differ from your own)
· Be engaged (e.g. being present in conversations and being aware of your body language)
· Show understanding (e.g. avoid placing blame and focus on solutions)
· Be inclusive (e.g. share information about your personal work preferences, be approachable)
· Create a safe environment (e.g. do not interrupt each other, step in when someone is interrupted, accept all ideas and never judge, out of the box suggestions are encouraged)
· Develop an open mindset (e.g. share your failures with your team)
Where can I get more information?
Contact the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
People managers can access the Leading with Integrity Managers guide on the Compliance & Ethics Guidance Hub for tips on how to deal with concerns and for help interacting with their team members.
What’s the topic of the next post? Direct Manager Relationship
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Engagement Mg
Compliance & Ethics Culture Survey Results
This is the seventh in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Direct manager relationship: this covers the standards set by your line manager. Do employees believe their line manager acts with integrity, accountability and respects them?
Headline results
Positive results for the relationship between employees and their line manager as well as the standards set by line managers.
Our survey said…
Line managers communicate their expectations of compliance and ethical behaviour clearly (75% of respondents agreed with this) and they send a clear message that non-compliant and unethical behaviour is not tolerated (74% agreed). Respondents felt comfortable speaking to their line manager about misconduct tor unethical behaviour (80%) and their line manager is easily accessible for them to raise their concerns (84%). Based on external research, the benefits of this are clear - if a manager frequently discusses compliance and ethics issues 97% respondents are comfortable approaching them with issues. If they don’t this figure drops to 48%.
What can I do?
This is a generally positive area for Royal Mail but there is always more that can be done. People managers can access the Leading with Integrity
Managers guide on the Compliance & Ethics Guidance Hub for tips on how to develop the right culture such as:
- Role modelling the behaviours you want to see
- Being honest and open with your colleagues
- Creating a workplace where your team feel comfortable asking questions, challenging decisions and suggesting new ideas and ways of working.
Where can I get more information?
You can view our policies and guidance on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post? Team Environment
Compliance & Ethics Culture Survey Results
This is the seventh in our series of posts about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Direct manager relationship: this covers the standards set by your line manager. Do employees believe their line manager acts with integrity, accountability and respects them?
Headline results
Positive results for the relationship between employees and their line manager as well as the standards set by line managers.
Our survey said…
Line managers communicate their expectations of compliance and ethical behaviour clearly (75% of respondents agreed with this) and they send a clear message that non-compliant and unethical behaviour is not tolerated (74% agreed). Respondents felt comfortable speaking to their line manager about misconduct tor unethical behaviour (80%) and their line manager is easily accessible for them to raise their concerns (84%). Based on external research, the benefits of this are clear - if a manager frequently discusses compliance and ethics issues 97% respondents are comfortable approaching them with issues. If they don’t this figure drops to 48%.
What can I do?
This is a generally positive area for Royal Mail but there is always more that can be done. People managers can access the Leading with Integrity
Managers guide on the Compliance & Ethics Guidance Hub for tips on how to develop the right culture such as:
- Role modelling the behaviours you want to see
- Being honest and open with your colleagues
- Creating a workplace where your team feel comfortable asking questions, challenging decisions and suggesting new ideas and ways of working.
Where can I get more information?
You can view our policies and guidance on the Compliance & Ethics Guidance Hub, speak to the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
What’s the topic of the next post? Team Environment
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Compliance & Ethics Culture Survey Results
This is the final post in our series about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Signals and processes - Whether the processes you follow in your job and the signals you get from team leaders and colleagues support or hinder a strong ethical culture. Is there a conflict, for example, between operational processes in your team and our compliance policies?
Headline results
Lots of room for improvement across all the metrics in this area.
Our survey said…
23% of respondents have experienced a conflict between operational processes and compliance-related policies or Our Business Standards in the past 12 months, whilst 22% felt that Royal Mail compliance-related policies and Our Business Standards sometimes make it more difficult for them to do their job. Just 67% of employees felt that in their team, when things do not go to plan, it is seen as a learning opportunity, rather than a failure – with only 30% believing they are recognised for demonstrating compliant and ethical behaviour. 46% of respondents didn’t know whether people are recognised or not, which presents a great opportunity to change their mind.
What can I do?
· Be visible about what you are doing and vocal about what you expect (e.g. I’ve done my compliance training, I expect my team to complete this on time)
· Consciously develop a learning culture - get in the habit of asking what can be learnt when things don’t go well
· Make an effort to recognise people for doing a good job or doing the right thing (e.g. recognise them in a team meeting, send them an email of thanks or nominate someone for a Compliance & Ethics Stars award – email Group.Compliance@royalmail.com)
· Apply the same standards to everyone and make sure people are aware of that
· Identify conflicts and work collaboratively to resolve them
Where can I get more information?
Contact the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
You can access all compliance and ethics guidance, training, policies and the gifts, hospitality, sponsorship and donations register on the Compliance eLearning Portal.
What’s next?
A confidential Compliance Culture & Ethics Survey Pulse Survey (10 questions) will be sent out in February to all managers – this will allow us to compare our progress against these benchmarked results.
This is the final post in our series about the Compliance and Ethics Culture Survey which took place in June 2021.
Topic
Signals and processes - Whether the processes you follow in your job and the signals you get from team leaders and colleagues support or hinder a strong ethical culture. Is there a conflict, for example, between operational processes in your team and our compliance policies?
Headline results
Lots of room for improvement across all the metrics in this area.
Our survey said…
23% of respondents have experienced a conflict between operational processes and compliance-related policies or Our Business Standards in the past 12 months, whilst 22% felt that Royal Mail compliance-related policies and Our Business Standards sometimes make it more difficult for them to do their job. Just 67% of employees felt that in their team, when things do not go to plan, it is seen as a learning opportunity, rather than a failure – with only 30% believing they are recognised for demonstrating compliant and ethical behaviour. 46% of respondents didn’t know whether people are recognised or not, which presents a great opportunity to change their mind.
What can I do?
· Be visible about what you are doing and vocal about what you expect (e.g. I’ve done my compliance training, I expect my team to complete this on time)
· Consciously develop a learning culture - get in the habit of asking what can be learnt when things don’t go well
· Make an effort to recognise people for doing a good job or doing the right thing (e.g. recognise them in a team meeting, send them an email of thanks or nominate someone for a Compliance & Ethics Stars award – email Group.Compliance@royalmail.com)
· Apply the same standards to everyone and make sure people are aware of that
· Identify conflicts and work collaboratively to resolve them
Where can I get more information?
Contact the Compliance & Ethics team on 0345 266 8516 or group.compliance@royalmail.com or join The Only Way is Ethics workplace group.
You can access all compliance and ethics guidance, training, policies and the gifts, hospitality, sponsorship and donations register on the Compliance eLearning Portal.
What’s next?
A confidential Compliance Culture & Ethics Survey Pulse Survey (10 questions) will be sent out in February to all managers – this will allow us to compare our progress against these benchmarked results.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Speak Up Case Study – Facebook
So, what happened?
Frances Haugen, a product manager at Facebook, leaked documents to the Wall Street Journal (WSJ) that showed how Facebook repeatedly prioritised growth over safety. She left Facebook after becoming frustrated with the company culture. She felt that Facebook’s culture prioritised profitability over its impact on society, and that there was no will at the top to make sure it was run in a safe way.
In relation to Mark Zuckerberg, Facebook’s founder, she felt that Facebook was full of “good, kind, conscientious people”, but they were working with a poor cultural tone set by management and that there was no incentive to raise flaws and deal with the side-effects of its business model.
Why is this relevant to Royal Mail?
We want to have a culture where employees feel able to speak up, be heard and have appropriate action taken, in the most efficient way possible. These allegations have caused Facebook a lot of issues including financial and reputational damage as well as the leaked information including internal research being shared with the public.
Facebook had not provided an environment where Frances Haugen felt concerns could be raised internally and therefore leaked documents to the WSJ.
What can we do to avoid this situation at Royal Mail?
Senior leaders, line managers and team leaders set the culture in their team and can create an open and honest culture where colleagues feel able to speak up. You can access the Leading with Integrity Managers Guide and the guide on how to create psychological safety in your team on the Compliance & Ethics Guidance Hub for tips on how to deal with concerns and for help interacting with team members.
If you don’t have any direct reports, you can still influence the team culture by leading by example and helping colleagues when they raise issues and seek advice. We can all be leaders, even if we don’t have anyone reporting to us.
https://royalmail.gan-compliance.com/p/speakup
So, what happened?
Frances Haugen, a product manager at Facebook, leaked documents to the Wall Street Journal (WSJ) that showed how Facebook repeatedly prioritised growth over safety. She left Facebook after becoming frustrated with the company culture. She felt that Facebook’s culture prioritised profitability over its impact on society, and that there was no will at the top to make sure it was run in a safe way.
In relation to Mark Zuckerberg, Facebook’s founder, she felt that Facebook was full of “good, kind, conscientious people”, but they were working with a poor cultural tone set by management and that there was no incentive to raise flaws and deal with the side-effects of its business model.
Why is this relevant to Royal Mail?
We want to have a culture where employees feel able to speak up, be heard and have appropriate action taken, in the most efficient way possible. These allegations have caused Facebook a lot of issues including financial and reputational damage as well as the leaked information including internal research being shared with the public.
Facebook had not provided an environment where Frances Haugen felt concerns could be raised internally and therefore leaked documents to the WSJ.
What can we do to avoid this situation at Royal Mail?
Senior leaders, line managers and team leaders set the culture in their team and can create an open and honest culture where colleagues feel able to speak up. You can access the Leading with Integrity Managers Guide and the guide on how to create psychological safety in your team on the Compliance & Ethics Guidance Hub for tips on how to deal with concerns and for help interacting with team members.
If you don’t have any direct reports, you can still influence the team culture by leading by example and helping colleagues when they raise issues and seek advice. We can all be leaders, even if we don’t have anyone reporting to us.
https://royalmail.gan-compliance.com/p/speakup
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
Sir Henry
- Posts: 1316
- Joined: 24 Oct 2014, 00:33
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
"Senior leaders, line managers and team leaders set the culture in their team and can create an ostensibly open and honest culture where colleagues feel able to speak up. Then when one of the mugs raises their heads above the parapet it can be cut neatly off as a warning for others to keep it zipped. You can access the Leading with Integrity Managers Guide and the guide on how to create psychological terror in your team on the Compliance & Ethics Guidance Hub for tips on how to deal with naysayers, malcontents and whistleblowers amongst your team members. Remember Might Makes Right! Onward siblings, onward to the dawn of a new era!"
"A third of the world's farmland is now useless due to soil degradation, yet we still keep producing mouths to feed. And what's you answer to that? Energy saving lightbulbs?"
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32757
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: RMCtv : Group Compliance & Ethics want to keep you all informed of how things are going with 'Speak Up'
Speak Up Q1 (April – June 2022) Update
Here’s some key facts and figures from Q1:
· 155 reports received - 32% decrease over Q4 2021-22.
· 70% of reports anonymous – 1% decrease over Q4 2021-22. If you’re concerned about retaliation, be assured Royal Mail take this very seriously and will not tolerate retaliation.
· 26 reports out of scope for Speak Up – make sure you’re reporting issues to the correct channel (report personal bullying and harassment or grievances to HR on 0345 6060603).
· 219 reports investigated and closed
· 55% upheld or partially upheld with appropriate remedial actions put in place.
· From April 2022, we risk assess every report we receive for retaliation and contact reporters regularly to check for signs of retaliation.
A sample of issues resolved through Speak Up during Q1:
· Report of a staff member claiming overtime not worked. Conduct proceedings were commenced as a result of the investigation findings.
· Report of a member of staff smelling of alcohol whilst engaging in driving duties. Supportive action taken and duties changed to ensure health and safety
· Report of shift allowances and benefits being paid for staff not entitled to them. Corrective action taken and arrangements made to recoup overpayments.
Remember, do the right thing, and speak up! You can report your concerns using our confidential ‘Speak Up’ helpline on 0800 090 3154 or report it online by going to: https://royalmail.gan-compliance.com/p/speakup
Here’s some key facts and figures from Q1:
· 155 reports received - 32% decrease over Q4 2021-22.
· 70% of reports anonymous – 1% decrease over Q4 2021-22. If you’re concerned about retaliation, be assured Royal Mail take this very seriously and will not tolerate retaliation.
· 26 reports out of scope for Speak Up – make sure you’re reporting issues to the correct channel (report personal bullying and harassment or grievances to HR on 0345 6060603).
· 219 reports investigated and closed
· 55% upheld or partially upheld with appropriate remedial actions put in place.
· From April 2022, we risk assess every report we receive for retaliation and contact reporters regularly to check for signs of retaliation.
A sample of issues resolved through Speak Up during Q1:
· Report of a staff member claiming overtime not worked. Conduct proceedings were commenced as a result of the investigation findings.
· Report of a member of staff smelling of alcohol whilst engaging in driving duties. Supportive action taken and duties changed to ensure health and safety
· Report of shift allowances and benefits being paid for staff not entitled to them. Corrective action taken and arrangements made to recoup overpayments.
Remember, do the right thing, and speak up! You can report your concerns using our confidential ‘Speak Up’ helpline on 0800 090 3154 or report it online by going to: https://royalmail.gan-compliance.com/p/speakup
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.