The Business Compliance Risks tab highlights areas where employees may lack understanding of essential policies, controls, and ethical expectations—based on their survey responses. These insights help compliance, legal, and risk leaders identify blind spots before they escalate into larger issues.

Functionally, this tab behaves very similarly to HR & People Risks. For filtering, sorting, and question-level breakdown guidance, refer to that section.

What are the Business Compliance Risk areas?

There are five core risk areas under Business Compliance. Each one maps to real compliance obligations and is backed by associated training content.

1. Code of Conduct

This area covers daily workplace ethics—how employees handle gifts, conflicts of interest, expense reporting, and professional behavior. It focuses on how well your team understands your standards and whether those standards are followed in practice. Questions cover whether:

Employees avoid giving or accepting improper gifts or favors.
Co-workers take conflicts of interest seriously and disclose them when needed.
People follow rules around expense reporting and confidentiality.
Workplace communication stays respectful and appropriate.

Why it matters:
Everyday conduct sends a signal about organizational integrity. When people ignore policies—or see others ignore them—it chips away at trust, creates liability, and may open the door to misconduct.

2. Data Privacy & Information Security

This area assesses whether employees understand how to protect sensitive data and feel equipped to report potential security issues. It surfaces blind spots in both awareness and action, especially around handling personal information or using unapproved tools. Questions cover whether:

Employees follow privacy policies and secure customer data.
People feel safe reporting cybersecurity concerns or breaches.
Teams avoid risky behaviors like password reuse or tool workarounds.
Privacy guidelines are consistently applied and enforced.

Why it matters:
Data breaches and privacy failures are expensive and damaging. A strong culture of care, clarity, and responsiveness is key to minimizing risk.

3. Bribery & Corruption

This area evaluates your team’s ability to spot and resist pressure to cut corners in pursuit of business goals. It includes questions about gifts, vendor relationships, and whether employees trust leadership to hold the line on compliance. Questions cover whether:

Employees believe leadership will uphold anti-bribery standards even under pressure.
There are clear rules on what can be given to or accepted from third parties.
Due diligence processes are in place for evaluating vendors and partners.
Employees know where to go for guidance on bribery risks.

Why it matters:
Bribery investigations often hinge on overlooked warning signs. Clarity, accountability, and a speak-up culture can prevent issues before they escalate.

4. Antitrust & Fair Competition

This area gauges awareness of fair competition laws and whether employees understand what’s considered inappropriate collaboration or signaling in competitive contexts. Questions cover whether:

Employees are familiar with your organization’s fair competition policies.
People know what language to avoid in business communications.

Why it matters:
Antitrust violations can be unintentional—but costly. A clear understanding of what to say (and not say) helps teams steer clear of risk.

5. Reporting & Whistleblowing

This area reflects whether employees feel psychologically safe reporting misconduct. It covers both the perceived risk of retaliation and the confidence that leadership will act on what’s reported. Questions cover whether:

Employees feel comfortable raising concerns through formal or informal channels.
Teams trust that leadership takes complaints seriously and responds appropriately.
There’s confidence that retaliation won’t follow a report.
The organization encourages constructive pushback and transparency.

Why it matters:
Reporting systems only work when people believe in them. A low-trust reporting culture means issues stay buried—and unresolved.