MetLife’s Post

In this Q&A, Diane Dye, CEO of People Risk Consulting talks to an anonymous whistleblower at a Fortune 500 company. This female executive shares her experience of encountering unprofessional and unethical behavior in a top organization, leading to harassment, racism, and a hostile work environment. Despite multiple reports over years with no action, this whistleblower took the initiative to report the misconduct, ultimately resulting in the individual’s dismissal after a lengthy investigation. The Q&A highlights challenges in incident reporting and organizational preparedness for handling such issues. It sheds light on the importance of strong leadership qualities like integrity, trustworthiness, and effective communication skills to prevent toxic workplace cultures and ensure a safe environment for employees. https://lnkd.in/gFRacuCg #whistleblower #riskmanagement #humanresources #harassment #risk

Here are five actionable steps CFOs can take to fortify their organizations, safeguard against misconduct, and ultimately protect their bottom line. https://bit.ly/3YJPos0 #CFO #Workforce #Misconduct

A typical organization loses 5% of its revenue annually due to fraud. In an increasingly remote work environment, creating a healthy company culture that deters unethical behavior can be a challenge. Leaders should demonstrate a commitment to transparency and accountability in every interaction with team members. #fraudprevention #audit

Citiforce epitomizes a collaborative endeavor aimed at establishing a benchmark for security excellence, highlighting the crucial role of collective leadership in maintaining unparalleled standards of security, integrity, and professionalism. Through the reaffirmation of our unwavering dedication to these core principles, we underscore our continuous commitment to driving improvement and ensuring the preservation of trust and reliability across all facets of security operations. #bcl #safetyawareness #safetyandsecurity #safetymanagement #securityprofessionals #securityconsulting #professionaldevelopment #professionalismmatters #businesssafety #businessanalysistraining #training #riskassessment #riskmitigation #riskmanagementframework #professionalinsights #safetyinnovation #innovation #tech #integratedsolutions #integratedsecurity #solutions

A court ruling acknowledged that C-suite executives "can be held personally liable and have a fiduciary responsibility to address workplace misconduct." In the absence of a Chief Security Officer (CSO) or equivalent owner of the organization's security function, here steps CFOs can take to fortify their organizations, safeguard against misconduct, and ultimately protect their bottom line. #SecurityCulture #SecurityManagement #CrisisManagement #EmployeeTraining #FacilitySecurity #CFO https://lnkd.in/gBFKApEb

The first step in instilling a culture of integrity in an organisation is to ensure employees know what your organisation stands for, are aware of the expectations, are guided and supported on their journey, and, importantly, feel they are listened to and heard. Integrity Ambassador network can help! This is how to build it. https://lnkd.in/e9BjRrNa

Both personally and professionally, I have been thinking about INTEGRITY. What I do to improve myself personally carries over into the way I manage work. The goal is to show up as my authentic self, grounded in integrity to build relationships of substance. At the end of the day, who we show up as matters, so be someone they want to remember. Most of us are in the people industry, and there are so many organizations we can choose to partner with...but I bet we all gravitate towards the organizations that drive business with integrity and foster integrity within their workplace culture. We aren't here to keep doing it the same way it's been done before; we are here to drive change and push the needle forward. https://lnkd.in/gRh56qDK #integrity #beauthentic #security #womeninsecurity #metroonesecurity

How about a shout-out to our cross-functional partners who make our lives easier every day? For many of us in ethics and compliance, our mission is clear: to create a workplace where integrity is not just a word on a page but a lived experience. But you can’t do that without friends in other departments and teams. We recently began including a question regarding ethical behavior in our promotion process. This addition may seem like a small change, but it's a tangible step forward and serves as a reminder that ethical behavior is not just a checkbox. (Not to mention, something about a Department of Justice guideline on incentivizing compliance.) This achievement was made possible through the seamless collaboration with our People Team. There are many examples of this type of cross-collaboration that enables us to progress. Information Security. A CIO I used to work with (Hey William Cassidy!) once said to me that E&C and InfoSec teams share the same battle-tested flak jacket and helmet. We hang them on a shared coat rack, and some days they need it and some days we do. Ain’t that the truth. Legal. A big one. One example? When it comes to investigations Legal teams and particularly Labor and Employment teams can play a crucial role in ensuring holistic approach that enables balanced enforcement. Finance. You can't even begin to think about a fraud or gifts and hospitality monitoring and detection without this team. Procurement. They put the P in third-party due diligence. Wait. Whatever, you get it. Corporate communications. When it comes to trainings, messaging, and ensuring your tone is in line with your organization’s branding – these folks hold the keys to the kingdom. And so much more. Someone once said “build the relationship before you need it.” This is key – hopefully you aren’t meeting your CISO on the morning after a breach. Instead, you invested long before, and now you have a trusted working relationship that leads to a seamless cross-collaboration. By working together, we amplify the impact of our efforts and our shared goals. #Partnerships #CrossCollaboration #Ethics #Compliance #Inclusion #Teamwork

There are 3 change management myths that hold back our diversity efforts in corporate security - we need to recognise and overcome them to make progress in this critical area. My June insight for The Clarity Factory #CorporateSecurity #OperationalResilience #RiskManagement #Insights #Data #Knowledge #talent #DEI #diversity

Diversity leads to higher performing teams. Dont recruit people who are from the same background, demographic, ethnicity and culture as the CSO. Its too easy to feel comfortable surrounded by people who think and feel the same. The focus on making a concious change in recruitment is key. Be uncomfortable, and be better.