Module 5: Fostering a Culture of Accountability and Compliance

• Core Principles of a Compliance Culture
• Leadership’s Role in Building Compliance
• Practical Steps for Embedding Compliance
• Monitoring and Continuous Improvement
• Addressing Resistance to Compliance

1. Fostering a Culture of Accountability and Compliance (Video)
   

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2. 5.1 Introduction
   A strong compliance culture is the foundation for successfully implementing Challenge 25. While policies and training ensure the framework is in place, creating an environment where compliance is consistently prioritised requires leadership, teamwork, and ongoing reinforcement. This module focuses on actionable strategies for embedding Challenge 25 into the workplace culture, building accountability, and maintaining high standards over time.
3. 5.2 Core Principles of a Compliance Culture
   Creating a culture of accountability and compliance involves three core principles:1. Clear Expectations:Ensure employees understand that Challenge 25 is non-negotiable and central to their responsibilities.Display signage and policies prominently for both staff and customers to reinforce the importance of compliance.2. Consistency:Apply the policy uniformly across all transactions to avoid confusion or perceived unfairness.Regularly review processes to ensure they remain aligned with legal requ...
4. 5.3 Leadership’s Role in Building Compliance
   Strong leadership is essential for cultivating a compliance-oriented workplace. Managers and supervisors set the tone for how seriously Challenge 25 is taken. Their actions and attitudes influence how employees approach age-verification responsibilities.Modelling Behaviour:Managers should consistently adhere to Challenge 25 themselves, demonstrating how to handle ID checks, refusals, and difficult customer interactions.Providing Support:Employees should feel confident that management will back t...
5. Before moving on, take a quick recap test - Includes Quiz
6. 5.4 Practical Steps for Embedding Compliance
   Embedding compliance into workplace culture requires actionable steps that ensure Challenge 25 is part of daily operations:Incorporate into Performance Metrics:Link compliance with employee performance evaluations. Recognise staff who excel in enforcing Challenge 25 and provide constructive feedback to those needing improvement.Create a Recognition Programme:Celebrate successes, such as passing a test purchase or receiving positive feedback about policy enforcement. Public recognition can motiva...
7. 5.5 Monitoring and Continuous Improvement
   Compliance culture is not a one-time initiative but an ongoing process. Monitoring, evaluating, and refining practices ensures Challenge 25 remains effective and relevant.1. Regular Audits:Internal audits can check if employees are consistently logging refusals and following age-verification protocols. Use the findings to address gaps and reinforce compliance.2. Feedback Mechanisms:Create channels for employees to share concerns or suggestions about implementing Challenge 25. This helps identify...
8. 5.6 Addressing Resistance to Compliance
   Building a culture of compliance means addressing and overcoming resistance. Employees may view policies like Challenge 25 as burdensome or fear customer backlash. Overcoming this requires proactive strategies:Reframe the Narrative: Emphasise the importance of Challenge 25 not just as a rule but as a way to protect young people and the business. Help employees see their role in upholding community safety.Support Employees Facing Challenges: Provide practical tools, such as de-escalation training...
9. 5.7 Activity: Creating a Culture of Compliance (allow 10-15 minutes)
   Reflect on your workplace’s approach to Challenge 25. Identify one area where compliance could be improved (e.g., training, recognition, or leadership support). Write a short action plan outlining specific steps to address this gap and how they could strengthen compliance culture.