Ombuds programs delivered by Global Compliance provide a supplemental and informal channel to ensure that issues, conflicts, and malfeasance are surfaced and resolved objectively and fairly without the fear of retaliation. An Ombuds does not replace formal issue management channels (direct management, Human Resources, hotlines/helplines, etc.), but complements them by providing confidential, off-the-record and neutral guidance from a person that is independent of, and outside of, an organization’s management structure.  Conversations with an Ombuds are off-the-record ensuring complete confidentiality, anonymity, and neutrality and increasing the likelihood that individuals will come forward to report inappropriate business conduct.

Areas of Possible Impact

• Workplace Violence
• Workplace Theft
• Sexual Harassment
• Unethical Behavior
• Discrimination
• Supervisor/Employee Tension
• Unfair Treatment

Functions

Operating as an unbiased and impartial third party outside of an organization’s management structure, the Ombuds: 

• Listens to and helps clarify concerns
• Provides confidential guidance, information, and coaching
• Analyzes concerns from multiple perspectives and applies them in context
• Focuses attention both on specific underlying issues and the broader spectrum of the issues
• Explores the range of options available for resolving employee’s concerns through formal channels or informal processes
• Ensures issues get to the most appropriate channel, in an expedient manner
• Facilitates discussions and provides informal mediation or shuttle diplomacy
• Actively seeks issue resolution by providing coaching, guidance, and development of options for when, where, and how to move forward
• Serves as a proactive catalyst for change in the organization by identifying opportunities to prevent reoccurrence of the reported behavior

Program Development 

• Design of program to deliver cost-effective program operation and operation within the International Ombudsman Association’s standards of practice 
• Selection of Ombuds 
• Production of awareness campaign materials to ensure employees understand the Ombudsman function and its support of the organization’s Code of Conduct and values
• Recommendation of accessibility methods for constituents to conveniently access the office  
• Design of issue escalation and resolution practices and procedures that are confidential, neutral, and informal 
• Development of issue prevention and change management processes that help you identify existing, emerging, and potential issues as well as opportunities for change  
• Ongoing program support and evaluation