Dear Keepers of the Culture,

Every organisation has a heritage. Not carved in stone, but shaped by everyday choices. What we train, what we reinforce, and what we value: that’s what lasts.

In this Heritage Day edition, we look at how culture anchors compliance, from chicken and wine to the CPA and beyond.

Remember: our full suite of compliance courses is ready to roll. On our LMS or yours.

Heritage Day reminds us that culture is not an add-on; it is the fabric that holds organisations and communities together. This great article (well worth the read) shows how, in hybrid workplaces, culture becomes harder to see and easier to neglect.

Why it matters:
When culture frays, poor behaviour, from harassment to corner-cutting, takes root. Regulators are clear: culture is part of governance, and companies must be able to show they train people to prevent misconduct, wherever they work.

Training cannot replace culture, but it can anchor it.

Chicken is another cornerstone of South African culture. From Sunday braais to that brown-bagged-Woolworths-rotisserie-heaven, poultry has pride of place in our Mzansi homes. So it’s no small thing that SA’s Competition Commission has opened a formal market inquiry into the poultry sector, questioning the dominance of four major producers and the barriers smaller suppliers face.

Why it matters:
Regulators are testing how dominance is used in practice, through contracts, supply agreements, and distribution arrangements, and those expectations can extend to any concentrated market.

So if you are in banking, construction, logistics or any other concentrated market, and you want to learn from chicken, the practical step is clear: Competition Law training needs to be top of the agenda.

South Africa’s role as chair of the G20 AI task force has put ethical AI firmly on the agenda. But for companies here at home, this isn’t a future challenge, it’s already part of daily business.

Why it matters:
AI is now quietly shaping decisions that touch people’s lives. From who gets hired, to credit approvals, marketing campaigns, and supplier vetting, each of these moments carries cultural weight and real consequences. Bias, privacy breaches, and unfair outcomes can creep in not because of bad intent, but because no one stopped to ask the right questions.

Training is the safeguard. Employees need to spot red flags, know when transparency matters most, and apply the principles that reflect who we are as a society. Without it, bias or misuse can unravel trust as quickly as it creates convenience.

The FSCA has imposed administrative penalties on two licensed firms for failing to meet their obligations under the FAIS Act.

Why it matters:
The regulator’s message is clear: compliance requires evidence - from documented processes to training records and staff awareness. Weak controls risk not just fines, but reputational harm and personal liability for managers.

The immediate priority is training, and the expectation is consistent across industries: regulators want proof of ongoing, practical awareness.

Recent large recalls, from vehicles to deodorants, highlight weak points in how companies protect consumers under the CPA.

Why it matters:
For compliance leaders, the lesson is direct: regulators and boards expect proof that staff are trained to act when products fail.

The key test is this: if a recall happened tomorrow, could you show through training records and staff readiness, that your organisation had prepared its people?

In the spirit of Heritage Day, it’s worth noting that another favourite South African product and pastime is wine. And in wine writing, a familiar debate bubbles up: can a critic who consults for winemakers also review their bottles? Friendship, side gigs, even free tastings... suddenly the notes in the glass look less objective.

Why it matters:
It’s a neat reminder that conflicts of interest aren’t confined to boardrooms. They appear wherever personal ties mix with professional judgment. The danger isn’t always outright corruption; it’s the perception of bias that sours trust.

For companies, the lesson is simple: a conflict left undisclosed is like a corked wine. Once noticed, it ruins the whole experience.

Thanks for reading.

As always, if there’s something you’re grappling with, let us know. We’re happy to share what we’ve seen working elsewhere.

May your culture be strong, your training records watertight, and your braais smoke-free. Until next time.

The Compliance Online team