By Dr. Stephanie Bot, C. Psych.
Most organizations understand the importance of compliance training. Whether it’s meeting obligations under OHSA, AODA, or harassment and violence prevention legislation, ticking the compliance box is essential. But too often, training is treated as a one-and-done event. A yearly checkmark satisfies the legal requirement without truly shaping workplace culture or considering the benefits of these requirements.
Real change happens when training goes beyond compliance and becomes part of daily behaviour.
Compliance is the Floor. Not the Ceiling.
Legislation sets the minimum standard for workplace safety, accessibility, and respect. Meeting these requirements protects your organization from liability but it doesn’t automatically create a healthy, high-performing workplace.
A culture of respect and inclusion can’t be built on a course alone. It requires reinforcement, leadership, modelling and ongoing conversations. The organization needs to show their employees that these are important values to the workplace in a meaningful way and not just by paying lip service or ticking boxes to get it done.
It’s also important to note that one time training falls short
Think back to the last mandatory training you attended. How much of it do you remember a week later? A month later? Without reinforcement, even the best training content fades quickly. Research shows that within 90 days, employees may retain less than 20% of what they learned if it’s never discussed again.
That means the investment you make in training needs to be supported by systems and habits that keep the concepts alive.
Turning Training Into Action
Here are three ways to ensure your training leads to real world behaviour change:
- Follow Up with Conversations
After training, host short team discussions. Ask: What does this mean for us? How will we handle situations differently? This makes learning practical and relevant. - Model the Behaviour at the Top
Leaders who demonstrate respect, inclusivity, and zero tolerance for harassment set the tone. When leaders walk the talk, employees take the message seriously. - Commit to Retraining and Refreshers
Compliance regulations often recommend retraining every 2–3 years but don’t wait that long. Short refreshers and scenario-based discussions can keep skills sharp and expectations clear.
From Policy to Practice
A policy can sit in a binder, or it can live in your workplace culture. The difference lies in consistent reinforcement. Training should not just meet the letter of the law. It should embody the spirit of the law: creating workplaces where everyone feels safe, respected, and able to contribute their best.
At Workright, we design compliance training with culture in mind. Our programs don’t just inform. They transform.