Trust is defined as “a psychological state comprising the intention to accept vulnerability based upon positive expectations of the intentions or behavior of another”. It is vital to have a high level of trust that encourages discussion and exploration of new attributes like those that contribute to diversity, equity and inclusion within and organization.
Each person experiences their own evolution of purpose in the workforce. Life changes, situations changes and challenges change. Professionals follow a different path of career growth based on a multitude of factors and not everyone is ready for advances and changes at the same time in their career. In this regard, building trust between the employee and management is crucial to maintaining an environment of equity. Herein lies the tie to a strong diversity equity and inclusion program.
Most professionals in the workforce strive to grow and desire to feel like they are trusted and valued because of their talents, skills and contributions to the organization. But the challenge for
organizations is to develop a program that evolves with each individual employee. The program must be built upon as the employee transfers and advances throughout the organization. To execute this requires significant trust, transparency and awareness in the organizations. Many experts indicate that when diversity practices and trust both exist in an organization, employee engagement increases. When engagement increases, inclusion increases.
Publication Date: July 2022
Designed For
Chief Executive Officers, Senior Executive Management, Board Members, Compliance Professionals, Legal Professionals, and Audit professionals.
Topics Covered
- Trust and Confidence
- Self-Confidence and Self-Trust
- Components and Benefits of Trust
- Components and Benefits of Confidence
- Build Organizational Trust
- Integro Trust Model
- Steps to Create Trust
- Steps to Build Confidence in the Workforce
- Bringing it all Together
Learning Objectives
- Recognize how trust and confidence contribute to a strong DEI program and other benefits
- Define components of trust and confidence and evaluate the benefits
- Identify steps to build organization trust
- Identify steps to build organization confidence
- Identify and evaluate how to bring it all together
- Describe confidence
- Recognize what establishing a strong foundation of trust in the workplace can lead to
- Identify what trust is essential to
- Describe what employees tend to do in a negative working atmosphere
- Recognize true statements regarding change in an organization
- Describe what does not promote confidence at virtual meetings
Level
Basic
Instructional Method
Self-Study
NASBA Field of Study
Personnel/HR (2 hours)
Program Prerequisites
None
Advance Preparation
None
Instructor
Lynn Fountain
Lynn Fountain has over 38 years of experience spanning public accounting, corporate accounting and consulting. 20 years of her experience has been working in the areas of internal and external auditing and risk management. She is a subject matter expert in multiple fields including internal audit, ethics, fraud evaluations, Sarbanes-Oxley, enterprise risk management, governance, financial management and compliance. Lynn has held two Chief Audit Executive (CAE) positions for international companies. In one of her roles as CAE, she assisted in the investigation of a multi-million-dollar fraud scheme perpetrated by a vendor that spanned 7 years and implicated 20 employees. The fraud was formally investigation by the FBI and resulted in 5 indictments estimating a $13M fraud loss.
Ms. Fountain is currently engaged in her own consulting and training practice. She is a highly sought-after trainer and international speaker. In addition, Ms. Fountain has assisted numerous companies with enterprise risk management frameworks, internal audit processes and financial accounting. She also serves as a discussion leader for the AICPA for numerous classes finance, accounting and risk management topics.
Ms. Fountain is the author of three separate technical books. Her first book released in 2015 by the Institute of Internal Auditors Foundation is entitled “Raise the Red Flag – The Internal Auditors Guide to Fraud Evaluations”. Her second book “Leading the Internal Audit Function” was released in October 2015 by Taylor & Francis Publications. This book serves as the initial launch for a series of leading practice internal audit and information technology publications. Her third book “Ethics and the Internal Auditor’s Dilemma” was released in December 2016.
Ms. Fountain obtained her BSBA from Pittsburg State University and her MBA from Washburn University in Kansas. She has her CPA, CGMA, CRMA credentials.