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The only data privacy training that not only identifies your risk for data breaches and phishing — but shows you exactly where it exists, down to the question, benchmark, and department — and gives you the tools to fix it.
Identify Risk Faster with Emtrain’s Proven 4-Step Process
Emtrain aggregates question-level data from training to uncover warning indicators tied to data privacy risk.
Dive deeper into specific question scores. See how your team compares to industry benchmarks, broken down by key risk indicators.. Our proprietary algorithm reveals how healthy your culture is relative to industry norms — a first-of-its-kind benchmark engine for compliance and culture.
Pinpoint which departments, teams, or roles are signaling risk — so you know exactly where to act.
Get tailored guidance and recommendations based on the data, from course reassignments to policy improvements.
The following are sample employee relations risk assessment questions from Emtrain’s training courses. These questions help surface employee sentiment and behavior patterns at scale—enabling organizations to identify early warning signs, detect culture hot spots, and assess knowledge and skill gaps.
Data Privacy & Information Security 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.
Why it matters:
Employee hesitation to report a mistaken click can turn a small slip into a full-scale breach. Quick disclosure allows IT teams to contain threats before malware spreads or sensitive data is stolen. Organizations that encourage reporting without blame create a stronger security culture and dramatically reduce risk exposure.
Why it matters:
Uncertainty about where to go with data privacy concerns often leads to silence, which leaves risks unaddressed. When employees know exactly who to contact, organizations can investigate issues faster, maintain compliance with laws like GDPR or HIPAA, and demonstrate a clear commitment to protecting personal data.
Why it matters:
Employee trust in how leadership handles privacy complaints is critical for compliance and culture. If workers believe concerns are ignored, they may turn to regulators or external channels, increasing legal and reputational risk. Organizations that respond promptly to concerns build confidence, prevent whistleblower escalations, and reinforce accountability.
Why it matters:
Data breaches are a “when, not if” scenario. A clear, well-communicated breach response plan ensures employees act quickly, comply with legal reporting obligations, and minimize damage. Without a process, confusion and delays can compound the impact—resulting in fines, lost customer trust, and long-term brand damage.
All of our content is authored and reviewed by employment lawyers and industry experts. Our content team is also led by our CEO Janine Yancey, a former employment litigator and workplace investigator who is a certified expert witness on harassment training in both state and federal courts. Janine Yancey was also the expert witness to the California State Senate, who helped author SB 1343 in 2018 – California’s harassment training mandate for all California employees
Get a preview of our industry-leading training video content that dives deep into the complex social issues of our time.
This helpful checklist outlines a few of the HIPAA violations that our experts at Emtrain have most frequently seen. It also provides tips to avoid such violations and keep your organization in the clear when it comes to HIPAA compliance. Avoid a costly and damaging lawsuit and download this checklist. Post it in your workplace for all employees to see, or send it to your whole team! And don’t forget to check out Emtrain’s HIPAA Online Training Course.
On this page, you’ll see a summary of results by risk category (e.g., Harassment & Discrimination, Workplace Safety). Each tile highlights:
If you have not deployed the requisite training for a particular Risk Area, it will not populate.
This gives you a quick sense of which risk areas may require attention and where targeted training could make an impact.
Clicking into any risk category (e.g., Harassment & Discrimination) opens a detailed view of the individual Likert-scale questions that power the category’s score. Note: only clients whose package includes this screen will be able to access it!
For each question, you’ll see:
This level of granularity lets you pinpoint exactly what employees are experiencing—and whether it’s a perception issue or something more systemic.
Coming soon: Comparisons to longitudinal scores (i.e. scores last year) and organizations of similar size.
“% Healthy” refers to the percentage of respondents who selected one of the three positive responses (e.g., Slightly Agree, Agree, or Strongly Agree).
For negatively worded questions (e.g., “I’ve heard people make negative stereotypical comments”), healthy responses come from employees who disagree (e.g., Slightly Disagree, Disagree, or Strongly Disagree) with the statement. In these cases, a high “% Healthy” still reflects a positive outcome—indicating that few people are observing or experiencing the negative behavior described.
A high healthy score means most employees feel positively about the topic, indicating a strong and constructive workplace culture. Lower scores may point to dissatisfaction, mistrust, or emerging risk areas that warrant closer review.
Each question is benchmarked against aggregated industry data from similar organizations. Internal scores show you where your teams stand—but benchmarks reveal how your culture stacks up externally. A score might look “fine” in isolation but could be trailing significantly behind peers.
We use the codes defined by the North American Industry Classification System (NAICS) . For tax and documentation purposes, every organization based in the United States is required to register under one of the following industries within the NAICS, which makes it straightforward to use these reported classifications for our benchmarking:
Important note: In cases where we believed an organization’s reported NAICS code significantly diverged from its actual operations or mission, we manually reclassified it to the most appropriate category based on its core activities.
Are all industries equally represented?
No. Some industries have significantly more client representation than others. This disparity stems from various factors, including how well Emtrain’s content resonates with certain industries and the geographic concentration of those industries.
When we have a sufficient number of clients in a given industry (at least 15), we benchmark your results against the industry average. If we don’t have enough data, we instead compare your results to the global average of all clients.
Can I change my reported industry?
Yes! If you do not feel your organization is tagged with the appropriate industry, just let us know at analytics@emtrain.com and we’ll get that updated.
The icon next to each question summarizes whether it presents a cultural or compliance risk:
These flags help you prioritize where to intervene first, especially when managing multiple risk areas.
Use the filters in the left-hand sidebar to refine your results:
Who is considered a new hire?*
New hires are defined as respondents with less than 1 year of tenure at your organization. Since most training is delivered on an annual cycle, these employees will be flagged as “new hires” when they receive their first training shortly after joining. By the time they complete their second training cycle a year later, their responses will no longer fall into this bucket.
Discover more areas where Emtrain Intelligence helps mitigate people and compliance risk.
