Vous trouverez, ci-après, un document de l’Institut de l’audit interne (IIA) du Royaume-Uni (UK) partagé par Denis Lefort, expert conseil en gouvernance, audit interne et contrôle, qui porte sur le rôle de l’audit interne sur la culture organisationnelle.
Auditer la culture organisationnelle est une activité qui peut s’avérer complexe mais qui peut apporter néanmoins une grande valeur ajoutée. Le présent guide de l’IIA UK saura vous apporter un éclairage intéressant et utile à cet égard.
Le document de l’IIA est très intéressant car il expose clairement la problématique d’intervention de l’audit interne dans ce domaine, tout en agrémentant les actions à entreprendre de plusieurs exemples concrets d’intervention.
Bonne lecture !
Looking below the surface
The approach taken by IIA report on culture is reflected in the new (September 2014) FRC Corporate Governance Code, which says « One of the key roles for the board includes establishing the culture, values and ethics of the company. It is important that the board sets the correct ‘tone from the top’. »
The accompanying FRC guidance on risk management – exercising responsibilities says “The board should establish the tone for risk management and internal control and put in place appropriate systems to enable it to meet its responsibilities effectively”
“In deciding what arrangements are appropriate the board should consider, amongst other things:
- The culture it wishes to embed in the company, and whether this has been achieved.
- What assurance the board requires, and how this is to be obtained.”
How should internal audit support boards in giving assuarance on culture?
Public trust in business has ebbed and flowed over recent years but a significant minority (circa 40%) of those questioned by Ipsos MORI believe companies are ‘not very’ or ‘not at all’ ethical in the way they behave. Responsibility and ownership for addressing this lies with those who sit in the boardroom. This is supported by regulators in the way that they now monitor and review the culture of organisations.
Internal audit is a unique function within an organisation with its independence and access to give assurance to those in the boardroom. This can provide confidence that there is a strong commitment to good conduct and that it is actually being translated into everyday behaviours, but also, more importantly, where it is not. To have this information allows the board an opportunity to mitigate the risk of integrity failure.
Leaders need to send a message and show by example that culture and values matter, demonstrating this by putting in place all the necessary measures. I believe this report will support boards and audit committees to help rebuild public trust by making the best use of internal audit as they develop their thinking around how to improve ethical conduct for the benefit of customers, employees, all other stakeholders and for business itself.
Philippa Foster Back CBE
Institute of Business Ethics