Actively contributing to corporate governance

This is a fundamental part of HR, whatever your level. In every conversation about a performance issue, this is happening on a tactical level – by influencing behaviour. HR impact on governance every day, by supporting D&I, for example, and enabling line leaders and managers to ‘live’ this in their practices and behaviour. Providing evidence of all the jigsaw pieces of this work on corporate conduct has huge value reputationally as well as ethically.