Activate Digital Transformation For Hr And Business Compliance Using Emtrain Analytics

(0:22) Hello, everybody who’s joining us. (0:26) Welcome, welcome. (0:27) We will be getting started in just a moment.

(0:29) We want everybody to have a chance to drop in. (0:32) Come say hello in the chat. (0:33) Let us know where you’re calling in from, (0:35) how you’re doing this afternoon.

(0:40) I’m just chatting with Mountain Dew here. (0:43) Yeah. (0:44) Yeah.

(0:45) Leanne in the heart of Silicon Valley there. (0:48) Hello, hello. (0:50) I am not far from Leanne, also in the Silicon Valley area.

(0:54) So you’ve got two San Francisco Bay Area folks here (0:58) on a little bit more of the tech and transformation (1:00) side of the world. (1:02) We are going to be talking about digital transformation, which (1:05) is why I mention it. (1:06) Our title here is Activate Digital Transformation (1:09) for HR and Business Compliance Using our Emtrain Analytics.

(1:14) So for all clients, we’ll talk a little bit (1:17) about what you have access to, but maybe more importantly, (1:21) how to think about digital transformation, (1:22) how to make it something that you focus on (1:26) over the next couple of years. (1:28) We know that HR and compliance leaders (1:30) are going to really need to be fully data literate, (1:33) taking advantage of all the data insights (1:35) over the next many years. (1:37) And so this is a bit of a skill building session, too.

(1:41) Right, Leanne? (1:42) Absolutely. (1:42) I think that we’re your partners. (1:45) We’d like to be your partners as you go and become (1:47) more digitally literate.

(1:50) And when I say that, I mean more data literate. (1:54) I think that oftentimes, HR compliance (1:58) gets dinged as being behind the eight ball, (2:02) but we’ve seen some really great transformations happen (2:06) with our clients when we give them the data (2:09) and empower them to take that to their partners. (2:12) In fact, Lorraine, I want to call out a session, the session (2:15) you had with Mariyama at Entrata, (2:18) where they’re a nice case study (2:23) of a transformation with data.

(2:26) You bet. (2:27) Yeah, I’m certainly helped that Mariyama ended up (2:30) being at the helm with a background in IO psychology, (2:33) really used to collecting and crunching data, (2:36) used to making those cases to executives using data, (2:41) those data-driven insights to a team of executives (2:46) who are making data-driven decisions. (2:49) So she had a lot of those skills already (2:51) to be able to bring that information (2:52) to her executive leadership (2:53) and certainly found a treasure trove of data from Emtrain, (2:57) which she was not expecting.

(2:59) So super fun to watch how she took advantage of it. (3:02) Just welcoming everyone who’s joining here. (3:04) We’re going to get started in just a moment.

(3:06) I know people are coming in off of a really fun last session, (3:10) maybe getting a beverage and settling back in. (3:13) We’ll go ahead and get started in just one more minute. (3:16) Our session is titled, (3:18) Activate Digital Transformation for HR (3:20) and Business Compliance using Emtrain Analytics.

(3:24) We’re going to talk through (3:25) some of the external regulatory forces (3:28) that are moving us towards digital transformation, (3:31) but also really importantly, (3:32) how this can help each of us in our career progression, (3:37) in our skills and in our influence internally and externally. (3:43) So data literacy and sort of making those business cases (3:48) and ROI are all things that can really help each one of us. (3:53) Leanne and I, in addition, (3:55) although Leanne has a fantastic background (3:57) with her doctorate in education, (3:59) having done a lot of work in statistics, (4:01) I’m always super impressed, (4:03) Leanne going very deep and very technical (4:06) into the data that we have here at Emtrain.

(4:08) Well, hi, thank you, Lorraine. (4:10) Thank you, Lorraine. (4:11) And I think what we try to do here at Emtrain (4:13) is take the fear out of the data, (4:16) partner with everyone, (4:18) show up, help with reports and all that stuff.

(4:20) So we’ll dive into it (4:22) and make sure that everyone shows up as a data rock star. (4:29) Yeah, yeah, for sure. (4:31) Okay, so we are going to go ahead and get started.

(4:33) Thanks to everyone who has joined us. (4:35) Our session is called, (4:36) Activate Digital Transformation for HR (4:38) and Business Compliance Using Emtrain Analytics. (4:42) Dr. Leanne Kang Pereira is here with me, (4:45) a wonderful partner.

(4:48) A lot of the brains and a lot of the know-how (4:51) behind how we collect data within our training, (4:54) how we convert it into our culture and skills framework, (4:58) and then how we can put together reports (5:01) that are really consumable by the different people (5:04) who use our training and the data from it, (5:06) whether that’s business compliance, (5:08) HR compliance, employee relations, (5:11) diversity and inclusion, (5:13) just a wide array of people, (5:15) people analytics who may be able to consume our data. (5:19) So a pleasure as always, Leanne, to present with you. (5:23) Oh, jeez.

(5:24) Well, I mean, I don’t even know what to say to that (5:26) other than, you know, let’s just get on with it. (5:30) All right, let’s do it. (5:33) So thanks everybody for joining.

(5:34) We were a little bit cheeky. (5:35) We admit, as we put together this session, (5:39) we call it in the spirit of teaching old dogs, (5:42) new tricks, us included, (5:44) and shows how business compliance (5:46) and HR compliance leaders can tap new data sources (5:49) to predict risk and outcomes. (5:52) Our job is to help you all be game changers, (5:56) tapping those efficiencies and new sources of data.

(5:59) Some of you might not realize you have (6:01) like from Emtrain to proactively address risk (6:05) and get a seat at that executive table. (6:08) So that is our promise to you. (6:09) We have a very short period of time to deliver.

(6:12) So we’ll go ahead and get started. (6:13) We are watching the chat. (6:15) We are happy to take questions.

(6:16) So please tap in. (6:19) All right, Leanne, three truths and a lie. (6:21) So three truths and a lie.

(6:24) Data is the corner of digital transformation. (6:28) Data is hard to access and process. (6:31) Proactive and continuous data-driven risk assessment (6:36) is becoming more and more important to the DOJ and EEOC.

(6:41) You can’t teach old dogs new tricks. (6:44) Everyone, which is the lie here? (6:49) Lorraine, which one is the lie do you think? (6:52) Well, I happen to know the answer. (6:55) And we also come from an organization (6:57) and a training style that is all about the growth mindset.

(7:03) We are a learning organization. (7:05) One of our hashtags is always learning. (7:07) And so as everyone might imagine, the lie.

(7:16) Yes, we can learn new tricks, even us old dogs. (7:23) Cool, yeah. (7:25) So I think one of the things that we wanted to share here (7:28) with the lens of HR and business compliance, (7:31) like oftentimes for you all, (7:34) the data and insights are really hard to access (7:36) and they’re hard to access at scale.

(7:38) It is hard to get information that you need (7:41) for your total population. (7:44) You know, what’s happening in business security? (7:46) What’s happening in global data privacy? (7:47) What’s happening with customer information? (7:49) What’s happening on teams? (7:52) You know, are we being truly inclusive? (7:54) All that stuff is really hard to get at (7:57) across the organization. (7:59) And when you do get information, it’s unstructured, right? (8:03) You’re looking at emails.

(8:04) You might see something in chat. (8:06) Somebody’s reporting something on an ethics hotline. (8:09) You may be doing investigations.

(8:11) So you’re doing interviews (8:12) and you’re collecting a lot of information, (8:14) but it’s not organized. (8:15) It’s not in fields. (8:16) And it’s not spitting out nice reports for you (8:18) that are really scalable.

(8:21) And so not only is it hard to take all the data (8:26) from after the fact, (8:27) but it’s even harder to do that proactive risk assessment. (8:30) Like if you were told to go (8:33) and do some proactive risk assessment, (8:35) what would you even measure? (8:37) When would you measure it? (8:38) How would you collect the information, right? (8:40) We’re really aware that this is a daunting task (8:44) and spoiler alert, both the EEOC and the DOJ (8:48) are asking you to do proactive risk assessments now. (8:52) They have that expectation of corporations (8:54) that you are doing it.

(8:56) And so it’s becoming more and more important to know how. (8:58) And so we’ll share some ideas here, (9:01) but first we’re gonna just ask for folks (9:03) to be thinking through, (9:07) what is digital transformation? (9:10) What sort of your space here? (9:12) So Leanne, do you wanna ask the reflection question? (9:14) Yeah, so it’s exactly that. (9:18) What digital transformation in HR discompliance (9:22) would you like to be working on in 2025? (9:25) Or what do you see as imperative (9:28) that your organization starts to pay attention to? (9:32) And as your response to that, (9:33) I just wanna double tap on something Lorraine said (9:36) around unstructured data.

(9:38) So as the DOJ and EEOC and governmental entities (9:42) are asking for data and they’re asking for sensible data. (9:49) So not only are they asking you to have the data, (9:52) but they’re asking you to make sense of it. (9:54) And it’s a challenge to pull it from all these, (9:57) a couple of emails here (9:59) and a couple of policy statements here in chat.

(10:03) So we understand that it’s a challenge (10:06) and that’s why we believe that it’s a point of inflection. (10:11) It’s really a point of transformation (10:13) in this particular industry. (10:17) More sure.

(10:20) And when I say sort of highlight and spotlight (10:24) that there are at least two regulators (10:26) asking you to do that proactive work, (10:28) here is one of them. (10:30) This is the EEOC, (10:32) the Equal Employment Opportunity Commission. (10:35) They just released a research report on September 11th.

(10:39) So, oh, 24, my apologies on the slide. (10:42) This was last month. (10:43) This is hot off the press.

(10:46) This is a research report that the EEOC has done (10:50) around tech workers in a non-tech workforce, (10:56) as well as in tech companies, (10:59) finding that there is clear discrimination happening (11:03) within the tech worker and tech companies (11:05) for women, people of color, (11:09) and they’re seeing older workers (11:10) being discriminated against. (11:13) So this was a recent finding. (11:15) It’s actually a multi-year research study (11:17) and it is quite clear that there’s discrimination.

(11:20) And so given the findings, (11:22) and this is quoting from the report, (11:25) the report recommends that high-tech companies (11:28) proactively examine barriers limiting employment (11:32) for women, older workers, black workers, (11:36) and Hispanic workers. (11:38) So that is coming down from the EEOC (11:40) that is in their press release that you can find. (11:43) There’s a link to the research there (11:44) and the press release is also linked.

(11:46) We’ll make the slides available (11:48) from their research report from September 11th, 2024. (11:51) And so that’s the expectation of this regulators (11:54) that y’all are doing that proactive examination of barriers (11:58) and causes of discrimination in your organizations. (12:01) So that’s daunting.

(12:03) We appreciate it. (12:04) We can help. (12:05) Yeah, for sure.

(12:06) And I just want to plug a previous session (12:08) I was in with Shane Lloyd, (12:11) the chief diversity officer of Big Bird Chili (12:13) where we went in depth on a study (12:16) that we did to increase representation (12:18) of women in partner track eligibility positions. (12:25) So check that out. (12:27) We’re using Emtrain to do that.

(12:28) He’s using Emtrain. (12:29) We’re partnering on that and it’s a study that we have. (12:33) And it’s a perfect example of how that organization (12:36) is very proactively examining the barriers (12:39) and putting out a solution real time in the flow of work.

(12:43) It’s very much what we’re about. (12:45) I’m happy to chat with folks (12:46) about what your individual goals are. (12:49) So we know we’ve got some pressures coming from the EEOC (12:52) likewise from the Department of Justice.

(12:55) So they have over the last several years (12:58) put out their evaluation of corporate compliance programs. (13:02) This is them telling organizations (13:04) what their expectations are (13:06) of your corporate compliance programs (13:09) and for best practices. (13:11) And essentially what they’re going to come in (13:13) and investigate should they find the need (13:16) to come in and investigate.

(13:18) So what we’re trying to help clients do (13:19) is be proactive to be able to do some of this risk analysis. (13:25) They just did an update to this memo in September of 2024. (13:29) So another hot off the press piece of information for you.

(13:33) What they’ve added to this guidance (13:35) is around data resources and access. (13:38) So what they want to know (13:39) is if the compliance and control personnel, (13:43) those you all the compliance officers, (13:45) do you have sufficient direct or indirect access (13:49) to relevant sources of data (13:51) to allow you to do timely and effective monitoring (13:55) of policies, controls, and transactions? (13:58) And so you may not oftentimes have access to that data. (14:03) You may not have access to a survey.

(14:05) You’re not always hearing directly from managers. (14:08) You’re not in the flow of work for those teams. (14:11) Our training actually helps you to have a listening tool (14:15) that’s right involved as you’re telling people (14:17) about the ways in which the policies, (14:22) A, how they’re written, how they must be adhered to, (14:25) and is collecting information (14:26) about how your organization is responding (14:29) with those policies.

(14:31) We’re asking learners, (14:32) not only if they understand what the do’s and don’ts are, (14:35) but what’s happening in their organization. (14:37) What do they see from their colleagues, (14:39) from management and their managers? (14:41) All of that falls very much in line (14:43) with the rest of the Department of Justice memo too, (14:45) and we’ll look at that in just a moment. (14:48) And Janine Yancy and the Chief Compliance Officer (14:52) from ARM spoke about this earlier as well (14:55) from more of a top-down.

(14:56) We’ll do it a little bit more from a bottom-up perspective. (14:59) You know, Lorraine, this really, (15:01) this is excellent and timely (15:03) because in working with clients (15:06) when they have access to end-chain analytics, (15:09) there is an element of decision-making (15:13) as to who should get access to analytics in that platform. (15:17) And so for those of you who are end-chain users, (15:20) this clearly states that compliance personnel (15:23) should have access to those data.

(15:26) And we’ll get into exactly what that access is, (15:30) but we do want to let you know (15:33) that you can use end-chain for this in particular. (15:37) Yeah. (15:38) In fact, I think the DOJ would be quite impressed (15:41) if you were able to show them (15:42) some of what we’ve got to share with you next.

(15:46) Hold on just one second. (15:47) I just pressed a button twice (15:48) and I want to make sure we end up on the right slide, Leanne. (15:50) Okay, go for it.

(15:52) All right. (15:52) So y’all, this is a prototype. (15:56) Before my product team gets a little bit concerned (16:00) that we’re showing you the final, this is not.

(16:02) This is a prototype. (16:03) And I do want to say (16:04) that we are always actively soliciting feedback on this. (16:09) So if you have something to say (16:11) about what a risk management dashboard should look like, (16:15) we would like to hear from you.

(16:17) Email us, analytics at emtrain.com. (16:22) In the meantime, we’d like you to look (16:24) at this risk dashboard. (16:27) And we’re doing precisely what the DOJ and EEOC has asked for. (16:32) We’re highlighting risk in a variety of buckets (16:35) to make it very easy to consume and access.

(16:40) And so as in the Emtrain style, (16:43) we assess and teach at the same time. (16:46) Once you administer these trainings to your employee base, (16:50) and these are mandatory and required, (16:53) which means we get 100% participation (16:55) for most of those folks that do make it, (17:00) for most of our clients who do make it required. (17:04) Once people take their preventing workplace harassment (17:07) or code of conduct, we’re going to pull those data.

(17:10) And then we’re going to present back to you a risk profile (17:14) in the form of a harassment and discrimination score. (17:19) EEO, for example, wage and hour, workplace safety. (17:24) And so we’re making it very easy (17:28) for you to meet those reporting requirements.

(17:31) And this you can share with your executives. (17:33) You can share it with your team or your board. (17:35) Maureen, your thoughts? (17:39) Sorry to catch you.

(17:46) Sorry. (17:48) I think what’s helpful is to think (17:53) through the different people (17:55) who might be able to use this data. (17:58) Harassment, discrimination data, (18:00) diversity and inclusion data, (18:01) satisfying the EEOC, (18:04) and also some of those business compliance components (18:06) like security and privacy and things like that.

(18:10) So what we wanted to do is drill down a little bit (18:11) under the harassment and discrimination. (18:13) There are three questions here. (18:15) Yeah, I’m sorry, Lisa.

I’m sorry. (18:19) So, okay, let me just, let me go back one more very quickly. (18:26) Yes, okay, so in this little box here with the orange dial, (18:30) it says harassment and discrimination.

(18:32) So that is an active live card. (18:34) So we’re going to click down into that now (18:37) and we’re going to see what you’ll be presented with, (18:40) which is the questions (18:42) that comprise harassment and discrimination. (18:45) This is one set of those questions.

(18:47) We have three different sets in there. (18:49) This one speaks particularly to managing power (18:53) or authority that is respectful and responsible. (19:01) And Jeanine Nancy is our CEO (19:05) and is an employee relations attorney.

(19:09) And she notices in her investigation (19:13) that many investigations have to do with managing power (19:17) or the misuse of power. (19:18) And so we’re assessing the population for those experiences (19:22) and then proactively providing that data (19:27) back to compliance personnel and professionals (19:30) so that they can monitor and understand where issues are. (19:35) Yeah, so if you’re trying to satisfy (19:39) some of what the EEOC is asking, (19:41) look proactively at these barriers.

(19:44) This might be an area that you’re looking at. (19:46) Like what’s happening with our managers (19:48) for people in authority? (19:50) How are they managing their teams? (19:52) You know, do they approach conflict within the group (19:57) in a way that leads to healthy resolution? (20:01) Or are they letting conflicts bubble up, right? (20:05) So think about the upcoming election. (20:08) Maybe there’s social and political tensions.

(20:10) Maybe people are saying things (20:11) that’s causing a lot of group conflict. (20:13) Is the manager able to take that (20:16) and sort of help people come to a conclusion, (20:20) which may be we don’t agree, let’s move on. (20:22) So that they can be productive.

(20:25) Or is one group or one opinion (20:28) really being isolated and excluded from the group? (20:31) And so you can imagine how something like that (20:34) could then lead to discrimination or claims, (20:38) other issues like that. (20:40) Likewise, you know, do people in your organization (20:43) get away with disrespectful authority, (20:46) disrespectful behavior because of their authority? (20:49) Like are managers allowed to get away with things? (20:52) Making comments. (20:55) Maybe there’s a little bit of unfairness (20:57) in how they’re allocating opportunities (20:59) or when they’re making the schedule (21:01) for when people work.

(21:03) You know, are they favoring some folks over others? (21:07) Are they telling jokes that are, you know, (21:09) meant to be humorous but really have an edge to them (21:12) that may be a little bit biased (21:14) or fully discriminatory, right? (21:17) So how are those managers behaving? (21:19) Because if we can keep an eye on this, (21:23) we can understand where there might be a pocket, (21:25) a group, a department, a location (21:27) where there could be a problem brewing. (21:29) So again, this is really proactively examining (21:31) some of these barriers for different people. (21:35) And then lastly, does your organization (21:37) tolerate bullying by managers? (21:40) You know, obviously we don’t want to have bullying (21:42) in the organization, (21:44) but it also can often show us where there’s power (21:48) where there’s a lack of power.

(21:50) And if the lack of power winds up (21:53) with a protected characteristic, (21:54) then this is a place where you’re going (21:56) to potentially have those complaints and claims. (21:59) So when we’re talking about, you know, (22:01) monitoring proactively, this is exactly what we mean. (22:04) Yeah, we have a question by Real Phillip Shredman saying, (22:09) where’s your industry average found? (22:11) So let me answer that in two.

(22:14) Here in the versus industry, (22:16) you’ll see there’s like a little writing here (22:19) on that second one, I guess. (22:22) What we’re showing you is your score there (22:25) versus the industry average. (22:28) And what we’re doing is we’re using (22:30) the NAIC codes as the industry.

(22:33) So we’ll map your organization to those codes (22:38) and present this information back to you. (22:40) And then this is very powerful. (22:42) The question we get from a lot of folks (22:45) is compared to who, right? (22:47) So as you go in and you present these data (22:49) to your colleagues and to the senior executives, (22:52) you’ll be able to speak to those questions (22:56) because they’re very important.

(22:58) Yeah, for long time entering clients, (22:59) you’ve been asking us for industry data (23:01) for quite some time and really pleased (23:03) that the next evolution that we’re going (23:06) to be doing here for analytics will include (23:08) some of that industry benchmarking. (23:10) Okay, and Lorraine, this is a view. (23:13) So really quickly, when you go back (23:17) and you say, where’s the problem? (23:20) So if you look at that second question, (23:22) it says, do people in your organization (23:24) get away with disrespectful behavior (23:26) because of their authority? (23:27) And go a little bit to the right.

(23:29) And you see that you’re eight points (23:31) below the industry average. (23:33) You’re going to click on where’s the problem. (23:36) And then it’s going to show you a map (23:39) of the segmentation that you’ll provide to us.

(23:43) And it’ll give you a view of where the issue is, right? (23:47) And so here we see that non-binary white women (23:53) and black and African-American non-binary (23:57) are having the worst experiences (23:59) with ingress output dynamics in the workplace. (24:03) Yeah, so this is for clients (24:05) who are using our premium analytics. (24:07) Super exciting that we can basically (24:09) take those risks, those things that we see, (24:14) pockets of potential problems, (24:16) and we can break it down by basically (24:17) any demographic field you give to us.

(24:20) Race, age, gender, we’re doing (24:22) some intersectionality here. (24:24) But also group, location, department, store number, (24:30) sort of any permutation that you may have, (24:33) the ways that you think about (24:34) the data for your organization. (24:36) And this goes back to something (24:38) that we were talking about earlier (24:39) with Mariyama is from Entrada, (24:42) who is using a lot of this data (24:43) and has this data by department.

(24:45) She’s able to go and target an issue (24:48) or a bubbling up issue (24:51) before it becomes a real issue (24:53) that’s a complaint or a claim. (24:56) And so she was very actively using (24:58) this type of segmentation data, (25:00) just makes it super efficient (25:02) for anybody who’s doing HR, (25:04) employee relations, or business compliance. (25:07) Because we can say, (25:08) hey, we think you probably have a problem (25:09) with this group, (25:10) or you need to go address this cohort of people (25:13) and make sure that their problems are heard, (25:16) that you’re collecting more information (25:18) to make sure that we prevent (25:20) anything from happening, (25:21) anything further from happening.

(25:23) And I want to assure you, (25:25) so the research that we see (25:26) and we continue to see is that (25:30) making the problem known (25:32) and addressing it is better for you (25:37) than even an environment (25:38) where problems are not surfaced. (25:41) So Deb Muller at HR Acuity (25:44) shared a research report (25:46) where employees who raised issues (25:49) and had them resolved (25:50) had more loyalty to the organization (25:53) than employees who had no issue at all. (25:56) So we want to assure you (25:58) that uncovering problems (25:59) and addressing them (26:01) is going to serve you better, (26:03) which is probably why we have compliance (26:05) there in the first place, right? (26:07) It will serve you better (26:08) than even sunny skies and fair weathers.

(26:13) Yeah, I think this is a big shift for organizations. (26:16) This is part of digital transformation. (26:19) It’s part of change management (26:20) and it’s part of data democratization.

(26:23) So not to play like consultant bingo, (26:28) but these are themes, (26:30) they’re really important (26:33) organizational developments (26:35) that we’ve got. (26:37) Democratization of data (26:38) means that you’re sharing more data (26:40) with more people (26:41) who can take action from that data. (26:43) So data transparency (26:44) actually helps organizations.

(26:46) You find your problems faster (26:48) and you solve your problems faster. (26:50) All of that just leads to better productivity (26:52) and lower fines and costs (26:56) of folks who aren’t doing their job (26:59) because they’re managing this problem (27:00) or who feel really put off (27:02) so they’ve decided that (27:03) they’re not gonna work a full day today. (27:05) There’s just so much to be gained (27:07) by finding the data, (27:09) using the data, (27:09) sharing the data (27:10) and solving the problems together (27:12) to Leanne’s point.

(27:14) So we’re really proposing (27:16) that the Emtrain solution (27:18) be something that can be consumed (27:21) by a number of people (27:22) and together you all kind of work (27:24) on these proactive risks (27:25) because a lot of different people (27:27) can play a part in solving a problem. (27:32) Our next slide, (27:34) we’ll dig in a little deeper (27:35) on the Department of Justice (27:36) and what they’re asking for. (27:37) Throughout their memo, (27:39) they’re really quite clear (27:41) and quite prescriptive (27:42) in terms of what they want organizations (27:43) to be doing.

(27:45) We call out, (27:46) I’ve got a whole deck, (27:47) if anybody wants me to walk them (27:49) through the Department of Justice (27:50) and each of the different paragraphs (27:52) in their memo (27:53) and how Emtrain solution (27:55) is helping to solve (27:58) and, you know, (27:59) provide you all with some air cover (28:01) should you end up (28:02) working directly with the DOJ, (28:04) should they knock on your door. (28:06) The first component here (28:09) is around your risk assessment. (28:12) Is it current? (28:13) Is it subject to periodic review? (28:15) Is it limited to a snapshot in time (28:18) or is it based upon continuous access (28:20) to operational data? (28:23) We’re oftentimes doing this (28:25) compliance training annually, right? (28:27) So once a year, (28:28) you’re tapping people.

(28:30) Also, we’ve got micro lessons (28:31) that can be run throughout the year. (28:33) So not only do you check in (28:35) on these topics on an ongoing basis, (28:37) but we’re tracking your score longitudinally (28:39) and you can see that. (28:41) I know this is small, (28:42) but you can see this Likert scale, (28:44) the seven point answer (28:46) to the question we ask, (28:47) and then you can see performance over time.

(28:51) So this satisfies, you know, (28:53) some of what the DOJ is asking there. (28:55) And then does the periodic review (28:56) lead to updates in policies, (28:59) procedures, and controls? (29:01) And if we see a really poor score, (29:04) we can help make recommended actions for you. (29:07) The sorts of things that you might do (29:09) in order to improve the score, (29:10) and then you’re going to have (29:11) a little sort of package for the DOJ.

(29:14) We saw this issue, (29:15) and these are the three things (29:16) that we did to help solve it. (29:18) And we saw the data improve (29:19) in the next year. (29:23) Likewise, they’re asking, (29:25) you know, are you reporting (29:26) and investigating mechanisms (29:28) sufficiently funded? (29:29) There’s an ROI to training (29:31) and collecting this sort of data.

(29:33) Sometimes you need to make that argument. (29:36) Have you collected, tracked, analyzed, (29:38) and used information (29:39) from all of your reporting mechanisms? (29:42) And are you finding patterns of misconduct (29:44) or other red flags? (29:46) And so what we’re doing here (29:47) in the heat mapping (29:49) is understanding where you’ve got (29:51) a more serious problem, (29:53) where you should go. (29:55) These are your red flags, essentially.

(29:57) So you can say, yes, (29:58) we are looking at patterns of misconduct (30:00) over time and across themes, (30:03) and we’re looking at red flags. (30:06) You had anything else to add there? (30:08) No, other than to say (30:12) that an investment in this is not, (30:17) I mean, if you were to spend (30:18) a lot of money, (30:19) you could spend a lot of money (30:20) on aggregating (30:23) and pulling all these data sources (30:25) from different places. (30:26) And I think that we have advocated to make, (30:31) we have tried hard to make this (30:34) as easy as possible (30:35) by integrating it with regular training (30:38) that you have to do anyway.

(30:40) And so particularly (30:41) if your organization (30:43) is very budget-minded these days, (30:46) this would be, I think, (30:48) a nice way to address those needs (30:53) without a lot of overhead. (30:57) We’ve got just a moment, (30:59) and Leanne had put together (31:00) some interesting thoughts (31:02) about people analytics. (31:04) Yeah, yeah.

(31:05) A little history (31:07) and also where we’re going. (31:09) Yeah, okay, yeah, (31:10) a little history lesson. (31:11) Okay, folks, so if you’re just looking (31:13) at colors now, (31:14) the blue lines that are vertical (31:17) are the people analytics portions (31:20) of this journey.

(31:22) So starting from 1911, (31:24) over 100 years ago, (31:26) we just started measuring people, right? (31:29) The orange are regulatory guidelines (31:32) that are just laws (31:35) that were passed (31:37) that address people-related issues (31:40) like fair compensation (31:42) or anti-discrimination laws. (31:45) But I want to show you, (31:46) pay attention to the right-hand side. (31:49) In 2020 and 2024, (31:51) you really get the DOJ (31:54) asking for risk analytics.

(31:57) And we’re looking more and more (32:00) at data and new pilot programs (32:03) that use data, for example, (32:05) the whistleblower pilot program. (32:07) So we expect to see (32:11) more apps in the future (32:14) and more applications (32:17) for data in this particular space. (32:21) You want to really be literate now, right? (32:25) So dive into your (32:26) Emtrain analytics platform, (32:28) become very comfortable (32:30) with reading data.

(32:32) It’s only going to get (32:34) more data intensive in the future. (32:37) And we’re happy to support you (32:39) in that journey. (32:41) Yeah, I think if you’re (32:42) a larger organization, (32:44) you’ve got a people analytics team, (32:45) maybe they’ve really been working (32:47) on workforce analytics, (32:48) looking at benefit costs, (32:52) workforce analysis in terms of retirement, (32:55) turnover, those sorts of more common (32:58) human capital stats.

(33:00) Our expectation is that there’s going to be (33:02) a larger role for people analytics teams (33:04) to play in measuring compliance (33:06) because of the EEOC and the DOJ. (33:09) And so the realm of what people analytics (33:11) will start to cover will grow (33:13) and should grow because it is not (33:16) products that are creating fraud. (33:18) It is people and their actions.

(33:19) It is not, you know, (33:21) the reason why the link gets clicked (33:24) in the security issue happens (33:26) is almost always going to be human error. (33:28) And so it is about people (33:29) and their behaviors, (33:30) and it’s very much aligned (33:32) with people analytics. (33:34) And so, you know, (33:35) we’re happy to take introductions (33:36) to your people analytics team (33:38) to show them the data set we have (33:40) to help them think about how to consume it.

(33:42) And then if you’re in a smaller organization, (33:44) you know, you’re probably going to need (33:46) to be covering more of this yourself. (33:48) And so having a single source, (33:50) having a way for these reports (33:52) to be built for you (33:53) that you can download, (33:54) that you can bring to your compliance officer (33:57) or your executive committee or your board. (34:00) We have clients using our reports (34:02) for all three of those reporting structures.

(34:05) And so we’re trying to make it easy for you (34:06) if you’re in a small organization too. (34:09) Yeah, and I want to encourage you (34:11) to use these slides (34:13) if you have to make a case (34:14) to your organization (34:15) or you’re probably going (34:17) to be an evangelist (34:19) if you’re in the compliance department (34:20) and you advocate for more and more data usage. (34:25) So it is a bit of a transformation (34:28) and mindset shift (34:31) that, you know, we’re supporting you (34:34) to move forward (34:35) and advocate for more people analytics (34:37) and compliance.

(34:39) So in the interest of time, (34:41) I’m going to skip ahead to two slides. (34:43) If you are thinking (34:44) through what we just shared and say, (34:46) okay, what do I do? (34:47) How do I get started? (34:49) I would strongly recommend (34:51) if you are an Emtrain client (34:52) that you take advantage (34:53) of our bias interrupters micro lessons. (34:56) They are an exceptional way (34:59) for you to be proactively (35:01) measuring the barriers (35:03) for the people of color, (35:06) people of different ages (35:07) and women in your organization.

(35:10) They are free to Emtrain clients. (35:12) It is exceptional. (35:14) This is what Baker Tilly (35:15) was just talking about with Leanne (35:17) in terms of putting this (35:18) in the flow of work (35:19) to help with their diversity initiative.

(35:22) So can’t recommend it enough. (35:23) I think they’re just stellar. (35:26) The second thing is (35:27) we have just released (35:28) our new version (35:30) of our code of conduct course.

(35:32) It is version six. (35:33) We have had a lot of years (35:34) of thinking through (35:35) how do we tell people about policies? (35:38) How do we get people (35:39) that use the right behaviors (35:40) to follow those policies? (35:42) And how do we collect the information (35:44) that you might need for the DOJ (35:45) or other compliance audits? (35:48) This is likewise (35:50) just a really efficient package (35:52) and collects all the information (35:53) that you might need (35:54) to be looking at those risks proactively. (36:00) Thank you to everyone for your time.

(36:01) We’re always here to have longer, (36:03) deeper conversations (36:04) about your own digital transformation. (36:06) How to use Emtrain analytics. (36:08) What content to roll out (36:09) in order to start (36:10) collecting the information.

(36:12) And our information is available. (36:15) Reach out to us on LinkedIn. (36:16) Reach out to us at Emtrain.

(36:19) Find your client success manager (36:20) or tap us through the emtrain.com site. (36:24) Thank you, Lorraine. (36:25) Thank you, Leanne.

(36:26) Always a pleasure. (36:27) And hopefully this will be helpful for folks. (36:29) Yeah.

Yes, I think so. (36:31) I really enjoyed it. (36:33) I personally enjoyed it.

(36:36) Well, we’re moving on, right? (36:39) This is the modern world. (36:40) We are in a transformative mode. (36:43) So it’s wonderful to be able to help.

(36:46) Our next session will start (36:47) in just a few minutes. (36:48) Of course, trends. (36:52) This is always a highlight of our conference.

(36:54) It’s also the last session of our conference. (36:57) So please do refresh your beverage and join us. (37:00) We’ll have Christina Hall, (37:01) the chief people officer of Instacart.

(37:04) Trey Boynton, the chief diversity (37:05) and people officer at Chief. (37:07) And Karen Fascenda, chief people officer at Udemy. (37:11) Three people with a ton of experience (37:13) and a lot of vision.

(37:14) So curious to hear what they have to say for 2025. (37:18) Thanks, everyone.