Part 6: The Human Side of GRC: Why Governance, Risk, and Compliance Must Live in Your Culture

In previous parts of this series, we discussed the structures, processes, and regulations of an effective GRC program. However, regardless of the quality of your policies or the sophistication of your tools, the system’s success is contingent upon your personnel’s support.

Culture is the driving force that transforms GRC from theoretical concepts into practical, real-world applications. A robust cultural foundation is paramount for effective governance, ensuring that risk is addressed, compliance is maintained, and business operations are conducted with integrity. In this post, we will explore how organizations can cultivate a culture that tolerates GRC and embodies it.

Before we dive in, if you’re looking for real data on cybersecurity trends, key vendors, and market direction, explore our Cybersecurity Intelligence Page. You’ll find free reports and insights to help you make confident decisions.

Why Culture Makes or Breaks GRC

Culture dictates how individuals act in private settings. It’s the difference between employees reporting a security concern and ignoring it. This is critical in determining how seriously teams take vendor reviews, how quickly incidents are reported, and whether policies are followed or disregarded.

The majority of cybersecurity failures are not technical; they are human errors. There was a misdirected email, a skipped control, and an unescalated risk. These are not indications of a lack of knowledge but of the environment. A weak culture often results in silence, shortcuts, and a lack of emotional connection. A robust one fosters accountability, transparency, and ongoing enhancement.

What a GRC-Driven Culture Looks Like

A culture that supports GRC is one where:

• Governance is visible and respected. People know who is responsible for what; those leaders are accessible and involved.
• Risk is everyone’s concern. Employees feel empowered and not afraid to raise concerns, report anomalies, or question decisions.
• Compliance is integrated. Following rules isn’t an extra step; it’s just “how we do things here.”

Such a culture doesn’t happen by accident. It must be intentionally nurtured, reinforced, and sustained.

Six Ways to Build and Sustain GRC Culture

1. Clarify Roles and Responsibilities

Employees may neglect GRC requirements due to uncertainty regarding their responsibility for these tasks. Establishing clear expectations to eliminate ambiguity is essential. Each team within an organization plays a crucial role in upholding governance, managing risk, and ensuring compliance. These teams include, but are not limited to, Human Resources, Finance, and Product Development. RACI models, ownership matrices, and internal GRC playbooks help formalize this clarity.

2. Promote Psychological Safety

A culture flourishes in an environment where individuals feel comfortable voicing their opinions without fear of retaliation. If reporting a vulnerability leads to finger-pointing or blame, it can stifle communication. However, when the potential reward for taking a risk is substantial, even in the face of minor risks, transparency becomes the norm. Celebrating early detection and honest reporting reinforces that GRC is about progress, not punishment.

3. Lead by Example

The leadership behavior exhibited by an organization sets the tone for the entire company. If executives approach compliance as a mere formality or neglect critical risk conversations, it signals that GRC is not a priority. Conversely, employees follow suit when leaders complete training, attend security briefings, and actively sponsor risk initiatives. GRC needs to be evident in leadership actions, not merely in policy.

4. Make GRC Part of the Workflow

Integrating GRC into daily operations eliminates inefficiencies and fosters widespread adoption. For instance, access reviews can be integrated into onboarding/offboarding systems, and vendor risk checks can be incorporated into procurement portals. When governance and compliance are integrated into established tools and processes, they are perceived as part of the standard operations of a business.

5. Tailor Training to Real Roles

A one-size-fits-all approach to awareness sessions often fails to achieve lasting behavioral change. Developers must be familiar with secure coding standards; marketing teams require guidance on GDPR best practices; and customer service needs clear directives on data handling. To achieve optimal engagement, it is essential to prioritize relevance. Real-world examples, case studies, and interactive simulations help make training memorable and actionable.

6. Turn GRC into a Two-Way Conversation

Effective organizational cultures are not imposed but developed through open communication and engagement. Teams should be encouraged to ask questions, share concerns, and contribute ideas. To ensure the continuous improvement of your program, utilize surveys, retrospectives, and internal feedback loops to gather and act on valuable insights. Employees who feel heard are more likely to take ownership of their role in GRC. Champions within teams can reinforce messaging organically.

Measuring GRC Culture: What to Look For

Culture isn’t captured in audit logs; it’s reflected in behavior. Look for:

• Incident reporting rates (especially near-misses)
• Phishing simulation outcomes
• Participation in voluntary training
• Frequency and quality of risk escalations
• Inclusion of GRC topics in team meetings and performance reviews
• Reduction in repeat control failures over time

These indicators show whether your GRC system is internalized or just tolerated.

The Business Value of GRC Culture

When GRC becomes part of company culture, the benefits go far beyond compliance. You gain:

• Faster, more confident responses to cyber incidents
• Lower risk exposure due to early identification and intervention
• Greater trust from customers, regulators, and partners
• Higher employee morale and engagement
• Improved audit performance and fewer surprises

Culture isn’t just a “soft” factor; it’s a strategic asset.

What’s Next

In the next part of our series, we will focus on the tools and platforms supporting modern GRC programs. We will explore how technology can enhance visibility, automate processes, and ensure consistency without compromising the human element that is integral to the success of these initiatives.

Even the most robust organizational cultures can be enhanced by effective support systems.