Conference Day Two: Wednesday, 26 September 2018
8:30 am - 9:10 am COFFEE & REGISTRATION
9:10 am - 9:20 am Conference Opening – Remarks from the Conference ChairpersonWilliam Lewis - Change Lead - Banker Executive Accountability Regime, ANZ
9:20 am - 10:00 am Using Human Centred Design to Achieve Culture Change: Responsible Lending & the Banking Executive Accountability RegimeWilliam Lewis - Change Lead - Banker Executive Accountability Regime, ANZ
Victoria Laing - Technology Area Lead - New Ways of Working at Scale, ANZ
Like many organisations, ANZ is undergoing a revolution in how it works, and moving to increased use of agile methodologies, which it’s calling ‘New Ways of Working’. How have these methodologies been used to inform culture change work in relation to responsible lending and implementation of the Banking Executive Accountability Regime? What lessons were learned along the way?
In this Session…
· Embedding risk culture throughout the company to establish a strong focus on ethical behaviour
· Assessing the impact of BEAR and how it will affect processes
· Evaluating themes of behaviour and minimising risk to prevent misconduct revealed in the Royal Banking Commission
Victoria LaingTechnology Area Lead - New Ways of Working at Scale
10:00 am - 10:40 am Optimising the Language of Risk to Foster Good Conduct and ComplianceLiza Nadolski - Senior Risk Management Advisor, iCare NSW
In business today it can be challenging to effectively communicate risk in way which makes people feel recognised and empowered. We must examine the conditions which need to exist for us to accept and identify true risk. Being consciously aware of the barriers to effective risk management can clear the path toward innovation. Organisations and individuals needs to be prepared to question their own biases and what ethical behaviour means to them.
- Articulating and communicating roles and responsibilities of conduct
- Questioning and overcoming individual and organisational biases
- Recognising people who identify risks so that change can occur
Liza NadolskiSenior Risk Management Advisor
10:40 am - 11:10 am MORNING TEA
11:10 am - 11:50 am PANEL DISCUSSION: Exploring Best Practice Conduct Risk Management and How to Embed it Into Organisational CultureRobert Wyld - Former Co Chair, International Bar Association (IBA), Anti-Corruption Committee
Monica Goyal - General Manager of Internal Audit, ASX
Conduct risk management is no easy task and with so many factors involved, how do you identify and prioritise best practice for your business? Programs must be tailored and managed in different ways depending on the size and maturity of an organisation and must be specific to the operations. They also should be personalised for individuals so that they can relate personally and be empowered to act in good conduct. Risk compliance programs must be believed in by everyone so that it is part of the culture and behind every action.
Our panelists will discuss;
- Defining what a good or bad organisational culture is
- Understanding the importance of an ethical culture
- Highlighting the effects and outcomes of compliance risk
- Forecasting risk compliance measures in the future
Robert WyldFormer Co Chair
International Bar Association (IBA), Anti-Corruption Committee
Monica GoyalGeneral Manager of Internal Audit
11:50 am - 12:30 pm How Woolworths is Assessing the Importance of Having an Ethical Culture and How it Minimises Conduct RiskAshim Prabhakar - Group Investigations Manager, Woolworths Group
Sasha Culjkovic - Group Compliance Manager, Woolworths Group
Woolworths is committed to the ongoing development of a strategic and consistent enterprise-wide approach to risk management underpinned by a risk-aware culture. They have a compliance framework in place and a variety of policies have been established to facilitate legal, regulatory compliance and internal protocols. They focus on examining the impact of ethics on employees and the culture of an organization and listen to the employees and customers to identify any gaps and determine future courses of action.
In this Session...
- Adopting a 3 lines of defence model to clarify accountability for risk management and compliance
- Implementation of successful polices and frameworks for compliance
- Developing platforms and initiatives that encourage ethical behaviour
- Streamlining policies, programs and strategies across global operations
Ashim PrabhakarGroup Investigations Manager
Sasha CuljkovicGroup Compliance Manager
12:30 pm - 1:30 pm LUNCH BREAK
1:30 pm - 2:10 pm Exploring How Organisational Culture Affects Insider Risk and Targeting the Underlying Causes
Culture is the biggest defining factor in how insider risk is affected or defined. Employee psychology is influenced by how they’re treated by the organisation and so it is important that the organisational values are applied evenly and consistently. Fairness plays a big part in perception and how they get treated will directly affect their behaviour and their outlook of the business and work. Leaders need to be held accountable for actions and have a transparent way of working. To target insider risk, education and whistle blowing should be encouraged for change.
- Managing visible perceptions in the company to encourage consistent morale and values
- Gaining trust with customers through transparency
- Encouraging education and change to prevent risk from within
2:10 pm - 2:50 pm Improving the Bottom Line by Advocating Ethical Conduct and Being Honest and Transparent in DealingsPhillip Budge - Chief Risk Officer, REST
The approach to conduct risk management is essential in operation. It is based on sustainable practices which are integrated in how staff manage their responsibilities and conduct themselves in business every day. These practices are applied throughout the company to everyone so that it is fair and just as the treatment of employees affects their outlook and perception of the business’ integrity.
- Establishing and maintaining an effective risk culture that drives good conduct
- Detailing the policies, controls, processes and reporting mechanisms to manage conduct risk
- Discussing an ethical and honest approach to risk management
Phillip BudgeChief Risk Officer
2:50 pm - 3:20 pm AFTERNOON TEA
3:20 pm - 4:00 pm Assessing the Rise of Cyber Crime in Relation to Conduct Risk and Focusing on Detection and Mitigating CircumstancesSadeed Tirmizey - Manager of Cyber Security, Queensland Health
Technology is a constantly evolving space and it has allowed for the rise of cyber crime to infiltrate businesses and their customers with 22% of frauds involving the use of technology in 2017. There is a greater need to protect information and prevent data theft and security breaches externally and also internally. A recent ASX and ASIC study found that 40% of ASX100 companies consider cyber security their number one area of risk in 2017, and 80% expect the level of risk to raise over time. Relevant regulations and procedures need to be utililised, but the best line of defence will be the employees. If there is a culture of good conduct staff will be able to detect and report and be more inclined to do the right thing initially.
- Evaluating the importance of effective cyber security
- Mitigating Cyber Risks: Implementation of safeguards and countermeasures
- Detecting and Responding to Cyber Crime
- Utilising technology to streamline processes
Sadeed TirmizeyManager of Cyber Security
4:00 pm - 4:40 pm Exploring the Role of the Whistle Blower and Their Part in Maintaining an Ethical Culture
The whistle blower has a unique position in our society. They are often caught in the middle and we have to question is they are a cultural friend or a corporate enemy. Speaking up if there’s an issue or conduct risk is important for companies as employees are the best method of detection, however there is a lack of standards or incentives in this area and individuals may fear the consequences of whistle blowing. Businesses must shift this mind set and encourage a culture of compliance and speaking as it is crucial to risk management. It needs commitment, resources and clear responsibilities for it to be accepted as a normal fundamental process.
- Creating a safe culture speaking up to ensure compliance
- Guaranteeing the protection and privacy of whistle blowers
- Revealing simple and suitable tools and methods to speak up