To Save Compliance Training, Focus on Root Causes

Across L&D, compliance is considered a necessary evil: the scourge of both employees and learning practitioners and an annual box to check for risk-averse company executives. Ask an employee, and they’ll say compliance training brings to mind 1980s-era harassment videos coupled with requirements to change your password every 90 days. It’s no wonder compliance training has come to be seen as something to dread by everyone involved.

What this means, however, is that the training methodology – and the corresponding attitude toward it – is ripe for change, and employees have much to gain. Because while the current setup needs work, the underlying teachings are essential; well-publicized cases of the past year, from sexual harassment at Uber to anti-diversity undercurrents at Google and the multitude of revelations from the #metoo movement, show the corrosive effect of a hostile work environment and highlight the failure of corporate learning to truly address its root causes.

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