Safeguarding integrity: building resilient organisations in the age of risk

Fraud has become one of the defining risks of the modern business landscape. From data manipulation to ghost employees, the ways in which organisations can be defrauded are evolving as fast as the technologies they adopt. Yet, despite this complexity, one thing remains constant – fraud erodes trust. And trust is the foundation of every sustainable business.

For many organisations, protecting against fraud starts with compliance: policies, procedures, and checklists designed to meet regulatory obligations. But genuine resilience goes much deeper. It requires a culture of integrity, a proactive mindset, and systems that can adapt to new threats before they take hold.

Fraud risks continue to evolve, and so must the way we manage them. Although there is currently no specific legislation mandating fraud prevention or fraud risk management for private entities, the Committee of Sponsoring Organisations of the Treadway Commission (COSO) and the Association of Certified Fraud Examiners (ACFE) outline five key principles in their Fraud Risk Management Guide. These principles are widely recognised as leading practice and form the foundation of an effective anti-fraud strategy.

At the heart of every effective anti-fraud programme is self-awareness. Before an organisation can defend against fraud, it needs to understand its current level of maturity, what’s working, where the gaps lie, and how its people and systems interact when faced with ethical challenges.

This is where a fraud risk maturity assessment becomes invaluable. It doesn’t just expose vulnerabilities; it reveals opportunities for growth. From there, a well-defined anti-fraud framework can be developed i.e. one that assigns responsibilities, embeds clear processes, and aligns with broader corporate objectives.

Equally important are anti-fraud policies that communicate expectations across the organisation. These policies set the tone from the top, making it clear that ethical behaviour isn’t negotiable. Training and awareness programmes bring these principles to life, ensuring that employees can recognise red flags and respond appropriately.

Fraud prevention is an ongoing conversation between leadership, employees, and the systems that connect them. 

In the current global environment, the spotlight on integrity has never been brighter. Stakeholders, regulators, and even consumers expect transparency and accountability in every decision a company makes. This is where Anti-Bribery and Anti-Corruption (ABAC) programmes come into play.

In South Africa, the Prevention and Combating of Corrupt Activities Act (PRECCA) mandates that organisations implement “adequate procedures” to prevent corruption. But beyond this legal requirement lies a deeper truth, that corruption, in any form, corrodes culture and weakens governance.

An effective ABAC programme is built on six guiding principles: proportionate procedures, leadership commitment, thorough risk assessment, due diligence, communication, and continuous monitoring. These principles are not just theoretical; they shape how organisations conduct business, select partners, and make decisions.

Companies that invest in robust ABAC frameworks gain more than legal protection. They build cultures where employees feel empowered to speak up, where leaders model ethical decision-making, and where integrity becomes a competitive advantage. 

Because in today’s world, trust is currency and those who earn it, win.

As organisations expand, so too do their networks of employees, suppliers, partners, and clients. With that growth comes an increased risk of conflicts of interest, where personal relationships or incentives can cloud professional judgement. Managing these conflicts is not merely a compliance exercise; it’s essential to preserving transparency and fairness.

Traditional conflict of interest management often relies on self-declaration and manual reviews, which can miss subtle or hidden relationships. This is where data analytics has transformed the game.

EY has developed a data-driven tool designed to proactively identify and manage potential conflicts by integrating employee and vendor data, validating it against multiple sources, and analysing complex patterns such as shared directorships or family ties. This type of advanced analysis allows organisations to detect risks that human processes might overlook.

The benefits go beyond detection. Automation reduces administrative burden, enhances accuracy, and empowers decision-makers to act swiftly and confidently. The result is a conflict management process that’s not only efficient but also deeply aligned with a culture of openness and accountability. 

Among all areas of fraud, payroll remains one of the most exposed. The creation of ghost employees – fictitious workers who appear on payroll but don’t actually exist – continues to cost organisations millions. These schemes often exploit system weaknesses and thrive in environments with poor oversight or fragmented HR processes.

To address this, EY’s Ghost Employee Verification Solution offers a structured, technology-driven approach. Built on secure Azure-based cloud systems, it enables organisations to verify employee data, detect anomalies, and identify suspicious activity quickly and accurately.

The process unfolds in three phases – setup, operate, and evaluate – ensuring that insights are actionable and that improvements are ongoing. Beyond detection, the solution reinforces accountability within HR and payroll teams, helping organisations build transparency and confidence in their data.

Ultimately, financial integrity isn’t just about catching fraud; it’s about creating systems that make fraud harder to commit in the first place. 

The most successful organisations don’t treat risk management, anti-fraud measures, or conflict detection as standalone initiatives. They weave them into their culture.

Building resilience starts with tone at the top i.e. leadership that values ethics as much as performance. It’s reinforced by clear policies, smart technology, and people who understand their role in maintaining integrity. And it’s sustained by ongoing dialogue, continuous learning, and a commitment to transparency.

Fraud prevention, anti-bribery measures, conflict management, and payroll verification might seem like separate disciplines, but together, they form a single narrative: the pursuit of organisational trustworthiness.

When integrity becomes embedded in strategy, processes, and culture, compliance follows naturally and resilience becomes a defining strength. 

In Summary

This article explores how organisations can strengthen their defenses against fraud by fostering a culture of integrity, leveraging robust frameworks, and adopting technology-driven solutions. It covers best practices for fraud prevention, anti-bribery and anti-corruption measures, conflict of interest management, and payroll verification, emphasising that true resilience comes from embedding ethical principles into every aspect of business operations.