Tag: Safety

  • When Business Accounts Become Mules: The New Battlefield in Financial Fraud

    When Business Accounts Become Mules: The New Battlefield in Financial Fraud

    For some time now, the “money mule” typologies have largely involved vulnerable individuals who were persuaded or coerced into moving illicit funds. Today, that typology is shifting into exploiting legitimate business current accounts, especially those belonging to MSMEs, to layer and route illicit funds at scale. This evolution is not just tactical; rather, it represents a well thought out reconfiguration of how criminal networks exploit the trust fabric underpinning the financial system.

    Recent cases reported across Indian banks highlight how MSME accounts are being hijacked, rented, or compromised to facilitate fast-moving, high-velocity transfers. This trend is accelerating, and financial institutions must re-evaluate their fraud detection and prevention strategies before systemic trust erodes any further.


    Business Accounts – New Mule Infrastructure

    1. Higher Transaction Thresholds

    Business current accounts routinely handle large-value transactions. A ₹3-5 lakh credit in an MSME account appears routine, whereas the same amount would seem anomalous in a retail account. This gives fraudsters a degree of anonymity through normalcy.

    2. Legitimacy and Established History

    Contrary to newly opened personal bank accounts, corporate entities generally come with a certain level of banking history, GST filings, payroll patterns, and vendor relationships. This legitimacy provides the necessary camouflage for fraudsters to move funds through current accounts.

    Often attributed as “Rent-a-Current-Account” model, struggling businesses, especially those with credit stress, rent their accounts for commissions where funds are layered through vendors, wallets, and forex channels before exiting the system.

    3. Lower Behavioural Predictability

    MSME activities differ dramatically across sectors based on their seasonality, client mixes, and growth cycles. This diversity makes it difficult for traditional transaction monitoring systems to establish a baseline for what “good” account behavior looks like.

    4. Insider or Peripheral Collusion

    Fraudsters capitalize on dormant partners, distressed business owners, accountants, or even compromised vendor relationships. In other cases, attackers gain access through identity compromise, or invoice-manipulation attacks.

    Criminal networks now favor “fewer, high-trust mule accounts” over a network of small retail mules, allowing them to transfer larger volumes with reduced exposure.

    5. Account Takeover via Business Email Compromise

    Cybercriminals compromise corporate email systems, intercept invoices, alter payment instructions, and quietly redirect funds into compromised or rented business accounts.

    6. Shell Firms Masquerading as Genuine MSMEs

    Criminals create fully documented shell companies, complete with incorporation proofs, basic trade activity, and GST registrations, to simulate legitimacy while acting as laundering pipelines.

    The common thread across all three is the exploitation of blind spots within traditional bank surveillance and due diligence procedures.


    Why Traditional Controls Fail

    1. Static KYC cannot keep up with dynamic risk

    KYC establishes identity at the time of onboarding or during periodic refresh, but businesses often evolve faster than the KYC cycle, sometimes into riskier entities. Without dynamic risk-refresh mechanisms or perpetual KYC procedures, banks remain blind to behavioural drift.

    2. Typical transaction monitoring typologies not designed for MSME complexity

    Rule-based transaction monitoring engines falter with MSMEs whose cash flows are non-linear, seasonal, and shaped by sector dynamics. As a result, generic rules either flood systems with false positives or miss detecting targeted mule activity.

    3. Lack of entity-resolution across accounts & identities

    A business is not a single account, rather it is an ecosystem of promoters, directors, accountants, devices, IPs, and counterparties. Legacy systems struggle to connect these signals and form a unified risk picture, analyzing each data point in isolation which creates blind spots that delay detection and prevents banks from recognizing coordinated or evolving threats across the wider business ecosystem.

    4. Limited Visibility Beyond the Bank’s Perimeter

    Fraud patterns often spread across institutions, but without consortium-level intelligence or federated learning programs, these signals stay under the radar. Fraudsters take advantage of this fragmentation, moving quickly between institutions to stay ahead of detection.


    Building Models that work – Our Perspective

    The surge in business-account mule activity highlights a crucial industry lesson: fraud cannot be solved through transaction monitoring alone. Detecting mule behavior, particularly in corporate accounts, requires multi-dimensional intelligence that connects digital signals, human context, and behavioural narratives.

    Karmine’s perspective centers on four essential pillars.

    1. Customer 360° : Moving Beyond Fragmented Risk Views

    A robust Customer 360° framework brings together identity, device, and behavioural signals across both retail and corporate profiles and integrates fraud and AML so that indicators such as account-takeover attempts or suspicious logins strengthen AML risk scoring. It also incorporates network-level intelligence to reveal links to shell firms, risky beneficiaries, or high-velocity counterparty rings.

    Traditional systems often treat fraud and AML as separate domains, even though mule activity sits directly at their intersection. A single, entity-level view can uncover risk patterns that often get missed in siloed systems.

    Only when a bank views the business as a single, holistic entity, rather than as a collection of accounts, can mule activity be detected in time.

    2. Early Risk Signals Appear Long Before Transactions Do

    Documentation inconsistencies, KYB anomalies, and behavioural red flags often emerge months before any transactional anomalies surface. These early signals provide valuable insight into whether a business is stable, legitimate, and operating as declared.

    Examples include mismatches between the stated nature of business and actual financial flows, templated or recycled incorporation documents, unexplained changes in ownership or authorized signatories, and income lines or operational footprints that do not match the speed of fund inflows. These indicators often hold predictive value and can highlight elevated risk before money movement becomes suspicious.

    To use this intelligence effectively, banks must integrate these non-transactional signals into their ongoing monitoring processes. When onboarding and KYB data is treated as one-time paperwork instead of continuous risk input, institutions lose early warning capabilities that can prevent misuse long before transactional behavior deteriorates.

    3. Relationship Managers – crucial interpreters of customer behavior

    For corporate and MSME segments, Relationship Managers (RMs) are a primary source of contextual understanding. They know their clients’ operational realities, seasonality, and market cycles, yet in most banks the RM layer remains disconnected from fraud and AML signals.

    To be effective, RMs need the ability to spot deviations between expected business behavior and actual transaction flows, escalate sudden shifts in volume, beneficiaries, or geographies, and validate whether a company’s banking behavior aligns with the patterns observed. Digital intelligence can detect anomalies, but only human context can explain them.

    4. Strong, Continuous KYC/KYB – A Non-Negotiable

    The shift from a legitimate business to a mule entity is often gradual, which makes static KYC frameworks insufficient on their own. A more continuous, risk-based KYB approach is needed, where updates are prompted by behavioural changes rather than waiting for a scheduled refresh.

    In practice, this means keeping an eye on sector-specific cash-flow patterns, checking whether the business model still appears viable, and periodically validating key details such as income sources, counterparties, staffing, and day-to-day operations. Simple, contextual risk scoring can help highlight when a business begins to deviate from its usual activity. In this model, understanding how a business operates becomes just as important as confirming who owns it.


    How Karmine Consulting can help

    For banks dealing with MSME portfolios, the real challenge is not just detecting mule accounts but understanding where and why the current system is blind. As a boutique AFC consulting firm, we aid institutions across some of their core considerations:

    • Governance & Risk Profile: Build a sharper, enterprise-level view of their MSME mule risk profile by identifying which sectors, clusters, ownership patterns, and transaction behaviors create the highest exposure.
    • Data: We aid in mapping data landscape end-to-end, assessing where relevant signals sit across KYC, GST data, account behaviors, trade documents, RM logs and counterparty flows and how much of this can be orchestrated to strengthen detection without waiting for multi-year modernization.
    • Process: We help refine processes for faster identification and cleaner reporting, redesign accountability structures across the three lines of defense, and define the RM/analyst skill sets needed to distinguish legitimate MSME churn from mule activity.
    • Tech: Finally, we help banks pinpoint the exact tech investments that will move the needle across entity resolution, network-graph analytics, document forensics, or continuous-KYC triggers.

    Through our interventions, we help ensure institutions build a scalable, intelligence-led MSME mule-detection capability rather than repurposing retail-focused controls

  • Less Noise, More Focus: How FinCEN is quietly rewiring the AML narrative

    Less Noise, More Focus: How FinCEN is quietly rewiring the AML narrative

    Introduction

    Recently, FinCEN released two developments that deserve close attention: the October 2025 SAR FAQs and a proposed Cost of Compliance Survey for NBFIs. Read together, these signals point to a shift away from measuring AML effectiveness through volume and accelerating toward evaluating quality and intelligence value of what is submitted.

    This is a significant reframing. The intent is not to reduce vigilance, but to challenge the long-standing assumption that more SARs automatically reflects stronger control and more spend implies deeper compliance entrenchment.

    The question is whether this shift will give institutions enough regulatory confidence to reduce defensive filing and instead base filing decisions on contextual suspicion and risk evidence.

    What the SAR FAQs clarify

    FinCEN is drawing a subtle boundary between suspicious behaviour and alert thresholds. The FAQ clarifies that –

    • Transactions near the US $10,000 currency threshold do not, by themselves, automatically require a SAR. A reason to suspect or suspicion remains the key trigger.
    • A separate account review is not obligatory post-SAR, unless the institution’s risk analysis supports it.
    • Institutions are not mandated to document every decision not to file a SAR, beyond alignment with risk-based internal controls.

    This is a direct encouragement to reduce mechanical alerting / reporting without weakening coverage integrity and move towards intelligence driven filings.

    The Proposed Compliance Cost Survey

    FinCEN has proposed a Cost of Compliance Survey and is seeking comments before implementation. This survey indicates their intent to build evidence before recalibrating the compliance burden. The survey targets casinos, money services businesses (MSBs), dealers in precious metals and stones, credit card operators and loan and finance companies because these segments carry high regulatory overhead but often may not produce proportional intelligence value.

    Structural changes cannot be justified based on industry sentiment or fatigue but require proof that the current architecture is not positioned to generate intelligence.

    This survey is aiming to distinguish where compliance effort translates into useful insight for enforcement versus where it simply creates operational volume.

    • Which activities generate genuine investigative value?
    • Which activities have high workload with low-intelligence outcomes?

    Shift in Regulatory Posture

    Read together with the SAR FAQs, this indicates a meaningful shift in supervisory posture.

    • From quantity to quality: Active dissuasion of reflexive filings triggered solely by thresholds or as simply a defensive practice. The directive seeks to question whether the cost of monitoring & filing is justified by results. Reduction in SAR output will only work if the coverage is not compromised.
    • From burden to calibration: The Survey acknowledges that AML/CFT compliance imposes real costs and that regulatory design should reflect proportionality.
    • From checklist to intelligence: The emphasis is shifting toward genuine risk-based programs driven by intelligent monitoring and meaningful results rather than sheer volume. This means that firms will have to implement stronger and comprehensive controls to defend their non-filing decisions.

    Some parts of the AML stack may be over engineered relative to the intelligence they produce. If the survey results confirm this, FinCEN will have the evidence to rebalance the compliance burden without being accused of weakening their stance against money laundering and terrorism financing.

    Our view: Where does this direction lead?

    If regulators start framing effectiveness in terms of signal value rather than output, firms will be expected to justify why their control design looks the way it does. Supervisors will not only look at how many alerts or SARs are generated, but whether the architecture that created them is proportionate, risk anchored and defensible.

    That requires some structural shifts:

    Customer 360 needs to become real infrastructure instead of a conceptual diagram on the slide. Entity resolution, unified data lakes, consistent identifiers and relationship mapping have to be real engines that support detection, not just a reference point. Until analysts see behavioural patterns, network context and historical context in one place, coverage will remain shallow and decisions will continue to default to defensive filing.

    Federated learning needs to progress to ecosystem scale. This does not require firms to pool raw data. It requires a pattern / signal exchange layer that allows multiple institutions to strengthen typology understanding and accelerate detection maturity without breaching privacy.

    It also forces a shift internally. Most institutions still do not have effective horizontal signal sharing across their own product, fraud, AML, cyber security and customer teams. If internal departments cannot share context consistently, external signal exchange will not produce an uplift.

    Given the pace of typology evolution, federated learning models will become necessary if institutions want sustainable accuracy.

    Feedback driven SAR programs are the need of the hour for effective recalibration. Today SARs exit the institution with no structured utilisation signal being returned. Without feedback, firms cannot measure the quality of their output and in such scenarios, quantity becomes the comfort metric. Even basic outcome metadata would allow firms to tune thresholds, recalibrate models and prioritise investigations based on what actually matters.

    The FCA and UK-FIU have demonstrated that structured feedback can be distributed in sanitised formats through information sharing, thematic insights and standardised communication without revealing sensitive investigation detail. A similar FinCEN version of that would significantly increase the value of industry effort.

    Model driven Analytics and AI need to move beyond threshold tuning and rule stacking. With recent developments, there is increased expectation for models to be explainable, grounded in evidence and aligned to measurable signal improvement rather than generic accuracy.

    Analyst skill sets will also need to shift toward structured reasoning, feature literacy and narrative building based on pattern logic. These changes focus on improving control quality so that effort is applied where it produces intelligent signals rather than volume.

    Conclusion

    The real value shift is not reviewing / filing less. It is moving analyst time from first level alert dispositioning into investigation work that actually produces intelligence. Better data, privacy safe collaborative learning and feedback loops are the practical enablers.

    Lower noise will demand stronger defence of non-filing decisions because scrutiny will shift to the quality of rationale rather than the comfort of large numbers. Institutions that rebuild their data foundations, participate in privacy-safe shared learning and advocate for structured feedback loops will be aligned with this new supervisory trajectory.

    Institutions that cling to volume as the primary indicator of performance risk remaining trapped inside alert noise.

  • From Resistance to Readiness: Shaping AI-Confident Workforces

    From Resistance to Readiness: Shaping AI-Confident Workforces

    Artificial Intelligence has moved from being a buzzword in boardrooms to a daily reality in workplaces, from streamlining operations and assisting with customer service to powering creative brainstorming. As generative and agentic AI integrate into workflows, the success of AI doesn’t hinge on having the most advanced model – it depends on people. Without readiness, even the slickest of tech can fall flat. The World Economic Forum highlights that while AI could create as many as 170 million jobs by 2030, around 92 million may be displaced in the same period. These shifts show that building AI-confident workforces isn’t just about technology – it’s a human capability and cultural priority essential for navigating both opportunity and disruption.

    The Human Side of AI Adoption

    AI is already at scale. IBM’s Global AI Adoption Index 2023 reports that 42% of enterprises have implemented AI, and another 40% are experimenting. Yet many employees still approach AI with hesitation. An EY study found that 71% of U.S. employees worry about AI, nearly half reporting increased concern over the past year. Three-quarters fear job loss, and 65% doubt their current roles will survive. These concerns are widespread and cannot be ignored.

    Resistance stems from uncertainty and overwhelm – employees question whether AI might make their roles redundant, if they can master unfamiliar tools, or whether using AI will be seen as taking shortcuts. This reflects not just skill gaps, but a lack of confidence and cultural readiness. IBM’s AI Readiness Index shows less than half of companies feel prepared for widescale integration. Organisations ignoring this emotional layer risk stalled adoption and derailed transformation.

    Readiness is not about buying software licenses; it’s about building behavioural and cultural foundations that help employees feel capable and safe to use AI. With AI advancing rapidly – 44% of core skills expected to be disrupted within five years (WEF) – organisations must turn resistance into readiness, shifting the focus from “Can we implement AI?” to “Can our people embrace it?” By fostering curiosity, resilience, and behavioural competencies, employees to grow alongside AI, boosting adoption, and creating agile, innovative, and future ready workforce.

    Mindset Shift: From Resistance to Innovation

    Shaping an AI-confident workforce requires a deliberate mindset shift. Employees must be geared towards perceiving AI as an enabler, and not as a competitor. Storytelling plays a big role here, sharing examples of how AI has solved customer pain points, reduced tedious tasks, or unlocked creative potential. When employees experience tangible wins, their resistance gives way to curiosity.

    This cultural shift has been particularly visible in organisations like HCLTech, where large-scale reskilling efforts have been undertaken, with the premise that “AI is being introduced as a co-pilot to augment human capabilities, not replace them” This lays emphasis on upskilling employees to take on higher-value tasks. The framing of AI as a colleague at the workplace, rather than a rival helps employees embrace the technology more readily.

    Embedding Social & Experiential Learning

    Traditional training – static modules, one-off workshops, or lengthy e-learning courses – focuses on information transfer but rarely supports habit-building or real-world confidence. That’s why many employees end up tuning out. A study on Microsoft 365 Copilot found employees often skipped formal onboarding videos, preferring hands-on use and peer discussions. This highlights a broader truth: people build confidence with AI not by passively consuming information, but by experimenting, sharing insights, and reflecting together.

    Hands-on experience with AI, especially its limitations, fosters realistic expectations and trust, particularly when supported by peer networks and champions. Organisations that translate these insights into governance structures achieve more sustainable adoption. AI readiness evolves through cycles of individual understanding, social learning, and organisational adaptation. These insights suggest that organizations should approach AI adoption not as a one-time implementation but as an ongoing strategic learning process that balances innovation with practical constraints.

    For organisations, this means shifting from one-off training modules to a more dynamic approach: creating opportunities for collaborative experimentation, peer-to-peer learning, and coaching. When employees can practice, question, and learn from each other, AI adoption shifts from a top-down mandate to a shared journey of growth, making technology both accessible and meaningful.

    Building the Core Competencies

    So, what does it take to nurture an AI-confident workforce? The answer lies less in technical skills and more in behavioural competencies that prepare employees to work in dynamic, uncertain environments.

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    • Embracing Ambiguity and Change AI is evolving faster than any traditional business process. Employees who can handle ambiguity – who don’t freeze when outcomes are uncertain – are more likely to adapt successfully. When DHL introduced AI-enabled voicebots to handle customer instructions in Germany, employees who were open to change engaged with the technology as an assistant, while those resistant to ambiguity initially viewed it as an intrusion. Over time, the organisation supported the transition by framing AI as a tool to free up capacity rather than replace jobs.
    • Adaptability and Resilience Adaptability is the willingness to pivot, and resilience is the ability to bounce back after disruption. Together, they form the backbone of AI readiness. At Goldman Sachs, more than 10,000 employees began using the firm’s in-house AI assistant to streamline research, coding, and client communication. Rather than resisting, teams adapted quickly, experimenting with how AI could ease daily pressures while still validating outputs with their expertise. This balance of flexibility and discipline illustrates how adaptability and resilience help employees not just absorb new tools, but sustain performance during change.
    • Learning Agility Learning agility is the readiness to learn, unlearn, and relearn continuously. In environments where AI tools change every few months, this is essential. Microsoft’s developer study showed that over 75% of developers now use AI assistants regularly, and nearly 90% report feeling more productive. What drove adoption wasn’t formal training videos but the willingness to experiment, test, and learn in real time. Organisations that encourage small-scale experimentation and peer learning see faster adoption than those that rely on traditional classroom training alone.
    • Digital Confidence and Critical Thinking Confidence in using technology is about trusting oneself to explore, troubleshoot, and evaluate outputs critically. AI is powerful, but not always accurate. Employees with digital confidence and strong critical thinking skills are better at spotting errors, questioning biases, and deciding when human judgement must override machine recommendations. ANZ Bank conducted a six-week experiment with GitHub Copilot involving around 100 engineers, and the results showed a significant productivity increase-tasks were completed 42.36% faster by engineers using Copilot compared to those who did not. Alongside productivity, their ability to critically evaluate AI-generated code ensured quality didn’t suffer.
    • Creativity, Innovation and Growth Mindset Paradoxically, AI doesn’t diminish the importance of creativity – it amplifies it. With AI handling repetitive tasks, employees are freer to experiment and innovate. A growth mindset – the belief that skills can be developed through effort, helps employees view AI not as a threat but as an opportunity to push the boundaries of what’s possible. PwC Australia has shifted its recruitment criteria toward these human-centred qualities, such as curiosity, collaboration, and ethical judgment over traditional technical checklists. Their reasoning is simple: in a world where AI evolves daily, the best long-term asset is human adaptability, creativity and emotional intelligence.

    Collaborating with AI: Shaping New Working Models

    For AI to feel more approachable, it must weave into daily workflows in simple, meaningful ways – summarizing long reports, drafting emails, or assisting with research.

    Deloitte UK’s in-house AI chatbot, PairD, illustrates this: audit staff interacting with chatbot monthly rose from 25% to nearly 75% in a year, generating over 1.1 million prompts between April 2024 and February 2025. Employees use it not just for basic questions but to develop complex prompts, assisting with document summaries, coding, and data analysis. The focus is on freeing up time for deeper analytical work showing that AI’s value lies in hands-on, embedded collaboration.

    Agentic AI takes this further by acting semi-autonomously. Unlike reactive tools, it anticipates, flags errors, proposes next steps, and can carry out actions independently, like rescheduling shifts or managing interview schedule.

    McKinsey points out how agentic AI is reshaping talent workflows. Instead of waiting for recruiters to prompt each step, these systems can scan resumes, shortlist candidates, and even line up interview schedules on their own. What comes back to the recruiter isn’t raw data, but a refined set of options to review. This frees people to spend their energy where it matters most – making judgements, building connections, and applying empathy.

    Effective worker-AI coexistence depends on cultivating “agentic behaviours”: intentionality, proactivity, adaptability and collaboration. Embedding these behaviours ensures AI aligns with human values and business goals, turning technology from a tool into a true collaborator that amplifies productivity, innovation, and human judgment.

    Real-World Rewards of Building AI-Confident Workforces

    When employees embrace AI confidently, Worker-AI coexistence turns into more than faster work – it creates smarter, bolder, and more adaptable teams. The real gains appear in innovation, resilience, and a workforce ready for the future.

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    • Productivity gains that go beyond efficiency At Microsoft, developers using GitHub Copilot reported completing tasks up to 55% faster, with some workflows showing 90% higher productivity. Beyond speed, employees felt empowered to tackle more creative and complex work, reflecting behaviours like curiosity, learning agility, and confidence in experimenting with AI. This shows how AI-ready behaviours amplify both efficiency and quality, not just output volume.
    • A stronger culture of innovation and adaptability At DHL, AI is embedded into logistics planning and warehouse operations, but the real transformation comes from employees. Staff trained to engage confidently with AI-driven tools are not only executing tasks more effectively they actively suggest improvements, experiment with new approaches and share insights on operational efficiencies. This behaviour reflects adaptability, curiosity and proactive problem-solving. As a result, the organisation benefits from a culture where innovation emerges bottom-up, employees feel empowered to influence processes, and adaptability becomes a shared competency, not just a technology-driven outcome.
    • Talent retention through future-proofing careers Employees increasingly look for employers who invest in reskilling and help them stay relevant. Business Insider highlighted that workers are more likely to stay loyal to companies that actively prepare them for an AI-enabled future. By cultivating behaviours like continuous learning, openness to new tools, and self-driven development, organisations signal commitment to people, boosting loyalty and trust.
    • Competitive edge through agility. At ANZ Bank, AI was embedded in fraud detection and customer support, but real advantage came from employees upskilled to understand, trust, and act on AI insights. By demonstrating behaviours like adaptability, critical thinking, and collaboration, teams responded faster to customer needs and mitigated risks effectively turning technology adoption into a tangible strategic advantage.
    • Risk Mitigation and Ethical Leadership AI-confident employees are trained to spot biases, misuse, and ethical risks. For example, Bank of America invests in programmes that teach staff responsible AI use in financial services. Employee behaviours like accountability, vigilance, and ethical reasoning ensure that AI is applied responsibly, building trust with customers, regulators, and the market.
    • Stronger organisational resilience During the pandemic, companies with AI-ready talent adapted faster. Unilever, for instance, leveraged AI-driven workforce planning to redeploy staff where demand shifted most. Employees trained to work with AI insights demonstrating adaptability, problem-solving, and proactive decision-making enabled the company to pivot quickly and maintain operational continuity. AI confidence here is as much about behavioural readiness as technological capability.

    Ethics and Trust: The Compass for AI Collaboration

    Ethics and trust are foundational for AI-readiness and effective Worker-AI coexistence. Organisations must foster behaviours prioritising fairness, transparency and accountability, not just implement technology. The Commonwealth Bank of Australia’s experience illustrates this: plans to cut 45 customer service jobs using AI chatbots were reversed after rising call volumes and union pressure, showing that efficiency cannot override responsibility toward employees and customers. Building these behaviours into everyday workflows is essential for sustainable adoption.

    Key considerations for ethical AI adoption:

    • Embed ethics into behaviour – Implement principles like fairness, privacy, explainability, and security from the start.
    • Build transparency tools – Explain why AI makes suggestions to foster safety and commitment.
    • Educate employees – Cover legal and ethical risks, including prompt handling and data privacy.
    • Proceed gradually – Implement AI thoughtfully rather than rushing replacement.

    IBM demonstrates the impact: by training employees in responsible AI use, bias detection, and explainability, the company fosters trust internally and externally, making AI adoption more sustainable and aligned with organisational values while protecting workforce confidence and brand reputation.

    Conclusion

    AI adoption succeeds when employees embrace it confidently, guided by behavioural competencies like curiosity, collaboration, ethical awareness, and digital confidence. Framing AI as a partner and embedding it into daily workflows fosters trust, experimentation, and proactive problem-solving. Worker-AI coexistence then becomes a driver of innovation, resilience, and sustainable advantage. Organisations that invest in people as much as technology unlock not just efficiency, but a future-ready workforce empowered to lead in an AI-driven world.

    References

  • The Age of Cybercrime: Lessons from a Data Heist and a Tech Support Scam

    The Age of Cybercrime: Lessons from a Data Heist and a Tech Support Scam

    Introduction

    In summer 2025, two seemingly unrelated cyber incidents made headlines. In the United States, insurance giant Allianz Life revealed a personal data breach affecting its 1.4 million American customers. Days later, Indian police raided a fake “Microsoft Support” call center in Noida, arresting 18 people for an international tech support scam that had duped unwitting victims (primarily in the U.S.) out of thousands of dollars.

    Though vastly different, one, a high-tech data heist targeting a major corporation, the other a low-tech con targeting everyday computer user – both underscore a new age of cybercrime that is blurring the lines between corporate security threats and consumer fraud. The common thread: cybercriminals are exploiting trust at every level.

    In this part, we unpack both cases and analyze what they reveal about today’s cyber threat landscape. We’ll explore what cybersecurity means for mid-sized companies, how leaders can strengthen defenses, protect customers, and their reputations in the face of these modern threats.

    The Allianz Data Breach – A Corporate Wake-Up Call

    On July 16, 2025, Allianz Life Insurance Company fell victim to a cyber breach via social engineering. The attackers tricked access to a third-party cloud-based Customer Relationship Management (CRM) system, proving once again that the human element is often the weakest link in security.

    Once inside the CRM, the intruders were able to steal personally identifiable information (PII) related to the majority of Allianz Life’s 1.4 million U.S. customers, along with financial professionals and employees. The Company discovered the incident one day after it occurred and notified authorities by July 25, 2025, with informing affected consumers by August 1.

    All signs point to a known hacking group leveraging voice-phishing (vishing) tactics. In fact, just a month prior, Google had warned about a ransomware group (tracked as UNC6040, informally known as “The Com”) that specializes in vishing campaigns aimed at compromising organizations’ CRM instances for large-scale data theft and extortion. One infamous subset of this group, Scattered Spider, had even breached Australia’s Qantas Airways via a third-party platform using similar social engineering tricks.

    Investigators suspect this same group may be behind the Allianz breach. If true, beyond the immediate breach, the Company could be drawn into a ransom negotiation under the gun of public data exposure.

    This incident is a lesson that cybersecurity isn’t just about firewalls and encryption alone but equally about people and third-party risks. The breach also illustrates how cybercriminal groups today arewell-organized and research-driven, going after high-value cloud platforms that aggregate massive troves of data. The fallout for Allianz will likely include costly notifications, possible regulatory fines, and damage to customer trust,a cautionary tale for any business handling sensitive data.

    The Fake Tech Support Scam- Trust Exploited at Scale

    In Noida, India, posing as “Microsoft technical support”, a group of fraudsters ran a tech support scam targeting mostly U.S. victims. The scammers acquired contact information through associates in America. For six months, they used phishing emails as warning recipients of a supposed bug or virus in their system and urged them to contact the provided tech support immediately.

    The victims were redirected (via VoIP) to the fake call center where the fraudsters, posing as Microsoft experts, walked the victims through installing a remote-access tool on their PC, under the pretense of helping diagnose the issue. With remote access, the scammers deployed malware and fake warning prompts.

    The victims were coerced into purchasing “security software” or support packages, costing between $250 – $5,000, to “fix” nonexistent problems. Payment was accepted via Zelle money transfer or cryptocurrency, making it harder to trace. Once the money was transferred, some were left with actual malware for future exploitation.

    This isn’t one-off, FBI ranks tech support scams as the third costliest U.S. cybercrime in 2024, totaling $1.46 billion. It’s striking how organized and large-scale they have become. For businesses, it’s a stark reminder thatfraudsters may exploit your brand to harm your customers or breach your systems through unwitting employees.

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    Modern Cybercrime Landscape: Key Traits of the New Age

    These two case studies raise the question: What are the defining traits of the new age of cybercrime era that businesses need to grasp?

    Social Engineering at Scale

    Both attacks succeeded by tricking humans, not systems. Whether it was phishing, vishing, or phone scams, social engineering is at the core. Mid-sized businesses are often deluged by such attacks with their employees 350% more likely to be targeted than those at larger enterprises.

    Cybercrime-as-a-Service

    Today’s cybercriminals operate like enterprise organizations. Groups like Scattered Spider/The Com run specialized operations with defined roles; or scams like Noida’s fraud call center business with managers, employees, scripts, and a supply chain for victim leads. A booming “crime-as-a-service” ecosystem allows cybercrime to scale dramatically.

    Extortion and Multi-Faceted Attacks

    Cybercriminals are combining tactics such as malware, fraud, data theft, and extortion to maximize their payoff. Many ransomware attacks today also steal data before encrypting systems, creating a double jeopardy scenario (pay to unlock your files and pay to prevent a leak). Even pure data breaches like Allianz’s case often segue into ransom demands.

    On the flip side, fraud operations like the tech support scam show how attackers focus on financial extortion of individuals, but could just as easily deploy malware during those interactions to enable further crimes. Businesses must be prepared multi layered fallout: data privacy issues, financial losses, and reputation damage.

    Global and Cross-Border in Nature

    Cybercrime is now borderless. The Noida call center scam targeted Americans from India; the data breach of a German-based insurer’s US subsidiary may involve global actors. Law enforcement’s jurisdictional limits often play to the attackers’ advantage. However, global cooperation is improving.  Business leaders are recognizing the scale of such operations and adjust their threat models for actors beyond traditional profiles.

    Third-Party and Supply Chain Vulnerabilities

    Often, breaches begin through a compromised third-party environment that potentially has weaker security or accessible credentials.. Mid-sized firms, who often rely on third-party cloud services or managed IT providers, need to scrutinize those partners’ security postures and have contingency plans if a vendor is compromised.

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    These trends mean that assuming you’re too insignificant to be targeted is a dangerous myth. The next section looks at why that mindset must change and how organizations can respond.

    Implications: Why No One Gets a Free Pass

    In summary, mid-sized businesses are prime targets for cybercriminals.Valuable yet often vulnerable. Leadership must treat cybersecurity as a core business risk, not just an IT issue. Assuming “it won’t happen to us” is a costly mistake. The good news is that with the right approach and prudent investments, even resource-constrained organizations can significantly reduce their risk.

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    Building a Cybersecurity Shield: Frameworks and Strategies for Mid-Sized Firms

    Businesses can take concrete steps to build a robust cybersecurity posture, drawing on established frameworks and best practices. Here are key strategies and considerations:

    Adopt a Security Framework for Structure:

    Leverage well-known frameworks such as NIST Cybersecurity Framework with its five core functions – Identify, Protect, Detect, Respond, and Recover. This means identifying key assets and risks, safeguarding them, detecting threats early, responding effectively, and recovering quickly. Frameworks like the CIS Critical Security Controls or ISO 27001 can also be adapted to a smaller enterprise. Depending on the nature of business and the extent of cyber security threat an organization might be exposed to, a robust cyber security policy becomes a baseline.

    Foster a Human Firewall (Security Awareness)

    Technology alone won’t stop social engineering. It’s crucial to train employees regularly about phishing, suspicious calls, and scams and promote a culture where employees can report potential threats without fear and think twice before clicking or sharing sensitive info. Many breaches can be thwarted by an alert staff for instance, an employee who questions a strange request and alerts IT could thwart a BEC scam. People, once they turn into a “human firewall”, are the first & often best line of defense.

    Secure Your Technology and Third Parties

    Go beyond basics andfocus on:

    • Vulnerability management – Keep your systems, especially internet-facing ones, patched and updated. Many attacks exploit unpatched software or weak remote access settings.
    • Third-party risk management – Assess the security of the software and vendors you use. If you entrust customer data to a cloud CRM or rely on an outsourced IT provider, scrutinize their security practices, data encryption and breach history. Prepare contingency plans in case of vendor breaches with information about log audits, access management, data management; and include supply chain risk as part of your security strategy.
    • Implement Multi-Factor and Zero Trust Principles: Enable multi-factor authentication (MFA) across critical accounts and systems like email, VPNs, banking portals, and admin logins. Adopt a Zero Trust security model which means never automatically trusting any connection or user, even if they are inside your network. Verify explicitly, enforce identity checks, limit access, monitor behaviour, and segment systems to minimize damage if compromised. For example, don’t give any single user broad access to all data; segment your network and data so that if one account is compromised, the attacker can’t roam freely.
    • Incident Response and Backup: It’s wise to assume that an incident will happen. Prepare an incident response plan by creating an internal response team with clear roles, emergency contacts list (law enforcement, cyber insurance, IT forensics, etc.), and practice drills. Maintain reliable, offline and offsite data backups and test them. Ensure you have business continuity plans in case your primary systems go down – perhaps by reverting to manual processes or via secondary systems temporarily. Also, know your legal and compliance obligations: if customer data is stolen, you may need to notify within a certain timeframe.
    • Leverage External Expertise and Tools: Mid-sized organizations may lack internal resources, but can leverage outside resources to boost security.
    Article content

    As sophisticated as “cybercrime 2.0” has become, many incidents still boil down to exploiting basic weaknesses. By mastering the fundamentals and building strong defenses, mid-sized businesses can drastically improve their resilience against cyber threats. With a consistent and multilayered strategy with vigilant sentries (your people and monitoring systems), you stand a much better chance of detecting and thwarting attackers.

    Conclusion

    The tales of the Allianz data breach and the Noida tech support scam illuminate two sides of the new age of cybercrime where both high-tech and low-tech tactics thrive.  For mid-sized businesses, these are not distant threats, they are warnings. .

    There’s a silver lining, it’s that awareness is growing, and tools and knowledge to fight back are more accessible than ever. Law enforcements across borders are cooperating to take down criminal networks. By applying the right frameworks and investing in people and process (not just technology), mid-sized firms can level the playing field despite attackers’ advantages. Think of cybersecurity as an investment in your company’s longevity and trustworthiness.

    The fight against cybercrime is now a permanent fixture of doing business in the digital age. The threats will continue to evolve – tomorrow it might be an AI-driven phishing attack or a deepfake voice message from “your CEO” asking for a funds transfer. But the core defense remains the same: knowledge, preparedness, and agility. The companies that endure will treat security as a continuous journey, not a one-time fix. The new age of cybercrime is upon us, but with resilience and foresight, we can ensure it’s an age of cyber vigilance for the defenders as well.

  • Legacy Systems, Modern Risks

    Legacy Systems, Modern Risks

    Introduction

    Mid-sized listed companies often continue to rely on the same legacy systems that once supported their early growth. Over time, however, these aging platforms become a burden. Excessive customizations and patchwork integrations accumulate into ‘tech bloat’, a complex tangle of outdated software and add-ons that slow the business down.

    One analysis noted that redundant systems could inflate operating costs by 20% and delay decision-making by 30% due to fragmented data. These hidden costs accumulate over time, eroding competitiveness.

    This article explores how legacy systems and ERP customizations constrain mid-sized firms drawing on examples from manufacturing and financial services, and why adopting nimble, easily orchestrated tools is the way forward. We also outline how companies can transition from legacy baggage to a future-proof tech stack.

    The Weight of Legacy: How Tech Bloat Occurs

    Tech bloat refers to the proliferation of redundant or antiquated technologies within an organization’s IT landscape. Companies in growth stage often over-customize their enterprise software to meet unique needs, especially when newer, scalable solutions seem unwarranted or too costly. Over years though, these ad-hoc adaptations create what is typically a clutter around the system.

    Common symptoms of tech bloat include outdated processes, redundant / overlapping applications or modules (often kept “just in case”) that duplicate functions, fragmented data and a company culture clinging to familiarity which only reinforces the cycle. Individually, each workaround or customization may have solved a short-term problem. But collectively, they begin to form a convoluted junction of systems that is hard to maintain or scale.

    For example, many mid-sized manufacturers still run on legacy ERP or production management systems implemented more than a decade ago. These might handle core functions like inventory or basic scheduling, but they struggle to support Industry 4.0 initiatives such as IoT-enabled machines, advanced analytics, or AI-driven automation.

    When legacy software can’t easily interface with sensors on the shop floor or can’t process the volume of real-time data modern equipment produces, it becomes a bottleneck.

    Data Quality and Integration Constraints

    A major pain point tied to legacy systems is poor data quality and integration. Older systems were not designed with modern data needs in mind. Information gets trapped in silos, and companies struggle to obtain a “single source of truth” across functions.

    Data might be incomplete, inconsistent, or not available in real time, undermining both strategic and day-to-day decisions. In fact, reliance on outdated legacy systems itself is listed as a common cause of data integrity problems. Older platforms often lack features to ensure data quality, and integrating them with modern applications can introduce inconsistencies. Analytics thus often remains unsupported due to quality constraints.

    Customizations layered on top of baseline systems further complicate data flows. Often, quick fixes or departmental databases are introduced to compensate for what the main ERP cannot do. For instance, finance might maintain a separate spreadsheet model because the legacy ERP’s reporting isn’t flexible enough, or a manufacturing plant might have a standalone quality tracking system not fully integrated with the core production software.

    These patches create data orchestration challenges and it becomes difficult to aggregate and reconcile information across the enterprise. Without large IT teams, such integration gaps are sometimes bridged with manual work, which introduces opportunities for inefficiencies.

    Many mid-sized banks and insurers grew on top of legacy core systems and have since layered on digital products without modernizing the core. This has led to situations of struggles of data integration which isn’t just an IT headache; but often a serious compliance liability.

    Migration of data from legacy systems is often a great challenge. Product design in legacy systems capture data in different formats that don’t support easy migration to the new systems.

    Industry-wide, banks lost an estimated $485.6 billion to fraud in 2023, much of it due to increasingly sophisticated schemes that exploit any lag in oversight. For mid-sized institutions with tight margins, such losses along with potential regulatory penalties for late reporting can be devastating. As a 2025 banking technology report highlights, outdated batch-based systems leave customers waiting for yesterday’s information and give fraud a head start – “a liability no mid-sized bank can afford in the instant economy”.

    From a risk management perspective, the key is to recognize tech bloat as an enterprise risk, not just an IT problem. It should be raised in risk registers and board discussions, the same way one would discuss financial, operational, or market risks. Once understood, the mitigation is to modernize and streamline the tech environment deliberately and proactively, before a crisis forces the issue.

    Transitioning to a Future-Proof Tech Stack – Key Pillars

    The good news is that today there are more options than ever to right-size a tech stack for scalability, flexibility, and integration. A “future-proof” tech stack for a mid-sized firm would typically have the following characteristics:

    A. Modular Architecture

    Instead of one monolithic system doing most things, the stack is composed of smaller, specialized applications or services that can be connected. This could mean using a core ERP for finance and inventory, but a separate best-of-breed system for, say, CRM or e-commerce, with seamless integration between them. The benefit is greater flexibility to upgrade or swap out one component without a full upheaval and usually better functional depth in each area.

    B. Ease of Integration

    A nimble tech stack is one where data can flow readily across systems. Modern tools achieve this with API-driven designs and integration middleware. The ability to orchestrate workflows that span multiple applications would be crucial. For example, an order entry in the CRM should automatically create a demand signal in the manufacturing system and an invoice in the finance system, without manual intervention.

    Scalability and Cloud Infrastructure: To enable ease of scale, many mid-sized enterprises are migrating from on-premises servers to cloud-based solutions. Cloud infrastructure (whether public cloud or private/hybrid clouds) offers on-demand scalability to can ramp up capacity during peak periods or as the business grows, without having to overhaul hardware. Cloud-based SaaS applications also relieve the burden of software patching and upgrades, as the vendor handles that. New market entrants often go cloud-native from the start, building on scalable platforms to “avoid vendor lock-in and technical bloat”

    C. Security and Compliance by Design

    Modern systems tend to have stronger security frameworks and compliance features out-of-the-box. A good tech stack will include up-to-date identity and access management, encryption of data in transit and at rest, audit logging, and compliance modules for relevant regulations (be it GDPR for data privacy or SOX controls for financial systems).

    Today’s products also have external stakeholder portals that allow for limited access but enable the consolidation of data from all sources in one place such as a customer portal, Vendor Portal or a Partner Portal.

    Leading practices to ensure clinical transition

    Transitioning from legacy to future oriented systems is a journey that involves careful planning and execution. Here are some leading practices for mid-sized firms embarking on this journey:

    1. Audit and Rationalize

    Start with a ruthless audit of your current IT landscape. Inventory all systems, custom scripts, and data stores. Identify which ones are redundant, outdated, or low-value. It’s common to find multiple tools performing similar functions (for example, two reporting tools being used by different departments).

    Evaluate which systems are truly critical vs. which could be phased out or consolidated. This process often uncovers “quick wins,” such as shutting down an old server or eliminating duplicate software licenses to save cost. More importantly, it gives you a map of dependencies highlighting where fragile integrations might break during modernization.

    An independent technology assessment explores the audit of inventory and provides a comprehensive priority order and roadmap for implementation.

    2. Prioritize Incremental Modernization

    Prioritize areas where modernization yields the highest benefit and manageable risk. This could mean decoupling a piece of the monolith into a microservice or selecting one function (say, CRM or HR management) to migrate to a modern SaaS first.

    By adopting microservices or a two-speed architecture, you can gradually migrate workloads to newer systems while keeping the business running on the old system in parallel.

    Many companies start with less critical modules as pilots, learn from those migrations, and then tackle core systems. Re-architect in steps by carving out modules from the legacy core and rebuilding them.

    3. Strengthen Data Foundation

    As part of the transition, invest in data cleansing and integration early. It’s futile to implement a shiny new platform on top of dirty or siloed data. Growing firms should consider setting up a central data repository or using data integration tools to pull together key information from legacy systems.

    This could run in parallel to legacy systems initially, for example, building a cloud data warehouse that aggregates data from the old ERP, CRM, and other sources. Such a project not only improves reporting in the short term, but also prepares the ground for new systems (which can plug into the centralized data store).

    Ensuring data integrity and consistency will make the eventual cut-over to new applications much smoother. Additionally, define data governance practices so that as new systems come online, they adhere to common data standards and quality checks.

    4. Foster a Culture of Change and Upskilling

    One often underestimated aspect of modernization is the human factor. Employees comfortable with legacy tools may resist the change or fear that new systems will complicate their jobs.

    This could be tackled by communicating the vision for the new system, involving end-users in design and testing, and providing robust training. Organizations could also consider encouraging a culture that rewards innovation, perhaps by running internal hackathons or pilot programs to get teams excited about new ways of working.

    At the same time, an aspect to consider is addressing the skills gap. Need to upskill staff or hire new talent fluent in modern architectures could be imperative. Bringing in a “digital native” leader or two can also help drive the transformation from within. A robust change management framework aids such transitions in a holistic manner.

    By following these steps, growing companies can navigate the modernization journey in a controlled, risk-aware manner. The key is to view tech stack improvement as an ongoing program rather than a one-off project. The external environment, from cyber threats to compliance requirements will continue evolving, so building an adaptable technology core is itself a risk management strategy.

    Conclusion

    Whether it’s adopting a modular ERP approach, leveraging cloud services, or deploying integration platforms, mid-sized firms have pathways to shed legacy detritus and become more data-driven and responsive. The transition needs to be handled with care though. With incremental steps, solid change management, and an eye on risk mitigation it is very much achievable.

    Those that act decisively now, auditing their systems and steadily modernizing, will not only reduce the risks of today but also position themselves to capture the opportunities of tomorrow. The time to break free from the constraints of legacy tech bloat is now. Future growth and resilience depend on it.

    Sources:

    • Graham, Paul (2025). Beyond Technical Debt: Overcoming The Burden of Legacy Systems (LinkedIn).
    • backbase.com Pleiter, Jouk (2023). Legacy banking tech is a dead-end. Here’s why progressive modernization is the way forward. (Backbase Blog).
    • erpadvisorsgroup.com ERP Advisors Group (2023). ERP Implementation Case Study Series: Mid-Sized Food & Beverage Companies.
    • ibm.com IBM (2023). Data Integrity Issues: Examples, Impact, and 5 Preventive Measures.
    • whatfix.com Whatfix (2025). 9 Critical Digital Transformation Challenges to Overcome.
    • online.flippingbook.com TKO Miller (2024). Packaging Industry Report – Year-End 2024.
    • lumenalta.com Lumenalta (2025). Real-time data is no longer optional for mid-market banks.
    • simplelegal.com SimpleLegal (2022). Why legacy tech is a legal risk management nightmare.
    • sikich.com Sikich (2025). Why Acting Now Matters: Overcoming the Risks of Legacy Systems.
    • priority-software.com Priority Software (2022). Postmodern ERP for Old-School Manufacturers.
  • Part 7: MANAGING INSIDER RISKS IN GROWING ORGANISATIONS

    Part 7: MANAGING INSIDER RISKS IN GROWING ORGANISATIONS

    Introduction

    When it comes to risk management, mid-sized listed companies often focus on external threats—cyberattacks, market volatility, regulatory changes. Yet, one of the most damaging risks can come from within: insider risk, where employees or trusted parties collude to commit fraud.

    Insiders are behind a significant share of corporate fraud and data breaches, costing businesses millions. A recent global study by the Association of Certified Fraud Examiners (ACFE) found that organizations typically lose 5% of their annual revenue to occupational fraud (which by definition involves insiders), with total losses exceeding$3 billion in the cases studied. The median loss per internal fraud case was$145,000—a hefty hit for a mid-sized firm. Losses as a percentage of revenue tend to be higher in smaller organizations than in large enterprises.

    In short, the threat from within can be as damaging as any external attack, yet it doesn’t always get the attention it deserves.

    Defining the Insider Threat Spectrum

    Insider threats span a spectrum of behaviors—malicious, conflicted, fraudulent, or negligent—each with distinct triggers and impacts. Understanding these typologies is essential for proactive risk management.


    Malicious Insiders

    Malicious insiders intentionally harm the organization through actions like data theft or sabotage. Triggers include financial distress, disgruntlement, or external coercion. For example, an IT administrator at a mid-cap tech firm might leak customer data to a competitor for financial gain, exploiting elevated access privileges. The 2025 Ponemon Institute report noted that 27% of insider incidents involve deliberate data exfiltration, costing$15.3 million on average.


    Conflicted Insiders

    Conflicted insiders prioritize personal gain through undisclosed vendor ties or related-party deals. Triggers include personal relationships or financial incentives. A 2023 EY Fraud Survey found 38% of fraud cases in mid-caps involve conflicts of interest, such as a procurement officer awarding contracts to a relative’s firm without disclosure. Weak oversight exacerbates these risks, as mid-caps often lack automated vendor screening.


    Silent Fraud

    Silent fraud involves subtle misconduct, such as skimming, expense misreporting, or privilege abuse, often enabled by weak controls. For instance, an employee inflating expense reports might go undetected without automated reconciliation, draining resources over time.


    Negligent Insiders

    Negligent insiders cause harm through human error or poor control hygiene, such as clicking phishing links or mishandling sensitive data. For example, an employee downloading malware via an unverified link could expose customer data, leading to costly breaches.


    Third-Party Threats

    Contractors or vendors who have inside access can compromise security, either intentionally or via lax practices.


    Why Growing Companies Are Especially Vulnerable

    Growing companies are often large enough to present ample opportunities for internal fraud, but they may not yet have the robust controls and corporate governance that mature enterprises deploy. Rapid growth can strain internal processes. New departments, higher transaction volumes, and more employees may outpace the development of a strong control environment.


    Informal Trust Culture

    Tight-knit teams often prioritize harmony over scrutiny. Employees hesitate to report colleagues, fearing conflict or disruption. Without formal escalation channels, early red flags go unnoticed. A study found 60% of employees avoid reporting conflicts of interest to preserve team dynamics, underscoring how silence becomes the norm in trust-heavy environments.


    Limited GRC Resources and Budget Constraints

    Most mid-sized companies operate with lean GRC teams. Budget constraints hinder investment in fraud detection tools like user behavior analytics or real-time alert systems. According to ACFE’s 2024 study, over half of all fraud cases occur due to weak or overridden internal controls—a risk magnified in firms lacking dedicated compliance capacity.Most mid-sized companies operate with lean GRC teams. Budget constraints hinder investment in fraud detection tools like user behavior analytics or real-time alert systems. According to ACFE’s 2024 study, over half of all fraud cases occur due to weak or overridden internal controls—a risk magnified in firms lacking dedicated compliance capacity.


    Blind Trust in Long-Serving Employees

    Familiarity breeds complacency. Many insider incidents involve staff considered loyal or beyond suspicion. The Ponemon Institute found that 1 in 5 insider frauds involved “trusted” employees exploiting privileged access. When firms equate tenure with integrity, they often ignore the need for independent oversight or segregation of duties, leaving room for misconduct.


    Compliance Gaps in Listed Mid-Caps

    Being publicly listed doesn’t guarantee governance maturity. Many mid-cap firms face regulatory obligations without scaled internal systems to meet them. A 2024 survey showed 55% of listed mid-sized firms lacked robust compliance frameworks, increasing exposure to fraud, conflicts of interest, and enforcement risks.


    Neglect of Insider Behavior Monitoring

    While external threats like cyberattacks, audits, and investor scrutiny often dominate risk discussions, internal behavior in mid-sized firms remains largely unmonitored. A 2024 report found that while insiders were involved in 60% of data breaches, only 25% of companies regularly monitor user activity. This oversight gap allows repeated privilege abuse or policy violations to slip through undetected.


    Cultural Resistance to Monitoring Tools

    Employee pushback is common when firms try to implement tracking tools. In trust-driven environments, monitoring feels intrusive and misaligned with the culture. A recent survey revealed that 63% of employees would consider leaving their company if strict monitoring measures were put in place. This resistance slows adoption of essential controls like access logging or behavioral alerts.


    Overlapping Roles and Conflicts of Interest

    In mid-sized setups, employees often wear multiple hats, including approving vendors, processing payments, and handling reconciliations. This lack of segregation weakens internal checks. ACFE reports that 42% of frauds stem from the absence or override of internal controls, such as dual approval or independent reviews.


    Manual Workflows and Silent Fraud

    Email-based processes, spreadsheet approvals, and informal reimbursements create room for “quiet” fraud. Without automated alerts or audit trails, misconduct can persist unnoticed. A 2025 Bloomberg case revealed how a mid-sized retailer lost$1.8 million over two years through undetected expense fraud, highlighting the cost of informal systems.


    Regulatory Burden Without Execution Support

    Compliance demands are growing, but mid-sized firms often lack the structure to execute. From data protection to ESG, obligations now rival those of large enterprises, without matching resources. The U.S. Chamber of Commerce noted in 2024 that 51% of small and mid-sized businesses see regulation as a key operational burden.


    Overreliance on Financial Audits

    Annual audits offer false comfort. ACFE data shows external auditors detect only 3% of fraud cases. Behavioral misconduct like override abuse or insider collusion rarely shows up in financial statements. Without internal controls focused on behavior, red flags remain buried in day-to-day operations.

    Mitigating Insider Risk

    Mid-sized firms often walk a tightrope between agility and oversight. With lean GRC teams, fast-moving operations, and high dependence on trust, insider risk becomes a quiet but potent threat, often surfacing only after the damage is done. Fortunately, leading companies are showing how risk exposure can be materially reduced through deliberate, scalable steps:

    1. Build Professional Skepticism Across Vulnerable Functions The absence of healthy doubt is a core enabler of internal fraud. Teams often trust colleagues or assume “it must have been reviewed.” Embedding professional skepticism via training, risk orientation, and scenario-based workshops can shift the mindset from “compliance” to “risk management.” For example, a Southeast Asian mid-cap embedded a red-flag checklist in monthly reviews, flagging odd vendor payment cycles, duplicate invoices, and large round-number payments, unearthing a 3-year-old ghost vendor scheme.
    2. Layer Forensic Thinking Into Control Design Traditional controls (approvals, reconciliations) often lack the forensic intent to catch manipulation. Mid-sized firms should embed anti-fraud thinking into finance and procurement workflows, e.g., flagging new vendors created by the same user who approves invoices, or detecting payment splits just below approval thresholds. In one Indian mid-cap, forensic review of vendor master data found multiple entries linked to a single PAN number, leading to the unravelling of a procurement kickback loop.
    3. Regular Rotation of Duties in Sensitive Functions Fraud schemes often rely on a single insider managing a process end-to-end. Periodic job rotations, especially in roles like vendor onboarding, payroll processing, or loan disbursements, introduce fresh eyes and reduce opportunity. This approach helped a fintech firm in India detect a backdated disbursement manipulation after a temporary replacement questioned an old approval trail.
    4. Maintain an Always-On Fraud Ledger Beyond incident response, firms should maintain a fraud event registry tracking red flags, near misses, overrides, and ethical hotline tips, even if they don’t lead to confirmed fraud. Patterns often emerge when seen over time. One APAC manufacturer built such a ledger, which helped internal audit connect repeated override incidents across multiple geographies, ultimately leading to the identification of a multi-country expense fraud ring.
    5. Use Analytics to Spot What Human Eyes Miss User Behavior Analytics (UBA) and Data Loss Prevention (DLP) tools help surface subtle anomalies—after-hours logins, file transfers, unusual access routes—that are easy to miss otherwise. A Pune-based fintech used behavioral analytics to flag an employee repeatedly sending encrypted files to a personal account. The employee claimed it was for “offsite backup,” but further investigation revealed attempted IP theft. Behavioral AI can flag anomalies across cloud apps, VPNs, endpoints, and collaboration tools. Analysts report time savings of up to 70% during investigations when AI assistants triage alerts and surface contextual patterns.
    6. Treat Culture as a Control Layer Controls fail silently when employees are conditioned to ignore red flags or assume silence is safer. Embedding ethical tone through leadership modeling, anonymous reporting channels, and regular training creates cultural antibodies. In one APAC energy firm, a junior procurement executive flagged a vendor relationship via an anonymous whistle-blower tool, leading to the early unravelling of a collusion ring that had persisted for over a year.
    7. Secure Offboarding as if Breach is Guaranteed Exit events are when many insider incidents peak. Integrating HRIS and IAM systems ensures that resignations or terminations trigger immediate access revocation. Tesla’s 2023 incident, where former employees leaked sensitive data after their departure, is a case in point. A Southeast Asian R&D firm avoided similar fallout by enforcing just-in-time provisioning and de-provisioning protocols linked to HR workflows.
    8. Have an Insider-Specific Response Playbook Most companies have IR plans, but few have tailored playbooks for insider threats, which are often more subtle and reputationally sensitive than external attacks. One U.S. retailer that received a tip-off of employee theft initiated an internal investigation within 48 hours, preserving digital forensics, locking access, and launching containment discreetly. The firm suffered minimal reputational damage, unlike a peer that took weeks to act and landed in the media.
    9. Audit What You Assume Is Working Internal audit/assurance functions should be empowered to do anomaly-led investigations, e.g., looking for outlier spend patterns, non-business hour approvals, or repeated manual journal entries just before quarter close. Even one such “audit sprint” per quarter can raise deterrence significantly and align IA more closely with forensic objectives.
    10. Run Integrity Checks on Third Parties and Employees Collusion risk is highest in procurement, sales, and distribution. Instituting continuous third-party screening, conflict-of-interest disclosures, and employee lifestyle audits (especially in high-risk roles) helps detect early signs. One Indian mid-cap FMCG firm used a third-party integrity check and found that a key distributor was also a silent partner in a logistics vendor, triggering reallocation of contracts.

    Conclusion: Don’t Underestimate the Enemy Within

    Insider risk is often under-discussed in boardrooms, overshadowed by flashier external threats. Recent cases from banks in India to factories in America demonstrate that misuse of trust and collusion are alive and well in 2024-25, costing businesses dearly. As companies push for growth, they must ensure not to fall into the trap of assuming “it can’t happen here.”

    The truth is that as organizations grow, so do the opportunities for insiders to exploit gaps, especially if controls and culture don’t keep up.

    The encouraging news is that many insider risks are manageable with foresight and vigilance. By learning from studies like the ACFE’s annual report and industry surveys, companies can understand where they are most exposed. For example, knowing that operations, accounting, and sales departments account for a large portion of internal fraud cases can prompt targeted control improvements in those areas.

    Recognizing that collusion multiplies damage fourfold should spur better cross-checks and rotation in high-risk functions. And remembering that employees are often the heroes in detecting fraud emphasizes the value of a speak-up culture and employee training.

    Ultimately, effective insider risk management is a balancing act: trust but verify. Companies should cultivate a high-trust workplace but verify that trust through robust controls and oversight. External defenses and cybersecurity matter, but they are not sufficient on their own. Internal vigilance is equally crucial.

    In an era of advanced analytics and AI, businesses have powerful tools to monitor for anomalies; combined with human ethics and sound governance, these tools can tip the balance in favor of the honest majority. Mid-sized firms that embrace these principles will not only protect themselves from insider threats but also create a more transparent, accountable environment that investors, regulators, and employees themselves can have confidence in.

    In the journey of growth, keeping an eye on the “enemy within” is now an essential part of sustaining success.


    Infographic Sources; https://www.acfe.com/report-to-the-nations/2024/, https://www.proofpoint.com/us/resources/threat-reports/ponemon-cost-of-insider-threats, https://www.ey.com/en_gl/forensic-integrity-services/global-integrity-report-2023, https://www.acfe.com/report-to-the-nations/2024/, https://hbr.org/2022/01/why-employees-dont-report-unethical-behavior, https://www.acfe.com/report-to-the-nations/2024/

  • Underdeveloped Data & Reporting Blindspots

    Underdeveloped Data & Reporting Blindspots

    Background:

    As mid-sized listed companies scale, their risk landscape grows more complex. Many still operate with fragmented data systems and ad hoc reporting frameworks. Unlike large enterprises with mature infrastructures, or smaller firms with manageable oversight, mid-sized companies often fall into a blind spot: “too complex to run manually, too constrained to modernize decisively.”

    The result? Data exists but is scattered across systems, spreadsheets, and silos. Unstructured, unsurfaced, or untrusted. Risk visibility becomes partial, reporting cycles are reactive, and decision-making is shaped more by instinct than insight.

    Because today, risk management is a data problem and solving it is a competitive advantage.

    Top Root Causes of Underdeveloped Data & Reporting Frameworks

    1 – Absence of a Strategic Data Governance Framework

    Most under-developed data environments can be traced to the absence of a robust data governance strategy. Data governance encompasses the policies, standards, and processes that ensure data is accurate, secure, and available. In many mid-sized companies, it is either ad hoc or entirely missing. There’s no centralized framework assigning ownership or standardizing how data must be managed.

    How it manifests: Different business units define and handle data independently. For instance, a single counterparty (customer/vendor/partner) may have multiple IDs across systems, distorting their true profile. These inconsistencies stem from the lack of enterprise-wide data definitions, taxonomies, and data catalogs.

    Why it persists: Instituting data governance is challenging. It requires cross-functional coordination and often a cultural shift. Mid-sized firms may not necessarily have dedicated a Chief Data Officer or equivalent, leaving IT teams to enforce standards without executive clout. Moreover, some firms perceive governance as bureaucracy that slows down operations. If leadership is unconvinced, they won’t allocate time to build a governance committee or policies.

    Impact on risk management: Without strong governance frameworks, companies struggle to aggregate and report risk data effectively leading to poor risk assessments and decision-making. A mid-tier bank without clear data ownership might find that its finance and risk departments use different definitions of “exposure,” resulting in conflicting risk reports. In manufacturing, lack of governance might mean safety incidents or quality defects aren’t logged uniformly, obscuring critical risk trends.

    2 – Siloed Systems and Fragmented Data

    Mid-sized companies often grow through business silos, each department or subsidiary implementing its own framework, models and structure to suit their maturity curve. The result is fragmented data architecture: customer data in one platform, sales in another, risk metrics in a spreadsheet, and so on, with poor integration between them.

    How it manifests: Data silos hinder enterprise-wide visibility.

    Attempts to create a “single source of truth” fail if systems don’t talk to each other. A bank’s lending unit and treasury unit might use separate reporting tools, making it laborious to compile an integrated risk report. Or consider a manufacturer where procurement and production each maintain separate inventory records. Without integration, the company cannot accurately assess supply chain exposures or working capital at a consolidated level.

    Why it persists: Ironically, despite years of trying to build interfaces, the problem has in some cases worsened – over 40% of companies report that the number of data silos has actually increased, while only ~10% have improved company-wide information access.

    Teams might resist sharing data (protecting their turf), and technically it can be challenging (or expensive) to connect legacy systems lacking modern APIs.

    Impact on risk management: Data silos are kryptonite for risk oversight. If risk data is scattered, it’s difficult to get a holistic view of the organization’s risk profile. Correlations between risks may go unnoticed as seen in some recent bank failures. In summary, fragmentation undermines any robust risk management framework by preventing timely, accurate data consolidation.

    3 – Legacy IT Systems and Technical Debt

    The burden of legacy technology, outdated core systems or homegrown solutions that have been patched over time is nothing short of an industry norm. Legacy systems are often inflexible, incompatible with modern data tools, and prone to failure, collectively contributing to underdeveloped reporting frameworks.

    How it manifests: A bank might still rely on a decades-old core banking system that wasn’t designed for today’s data demands, requiring batch processes to produce reports (meaning no real-time insight). A manufacturing company could be running an old version of an ERP that lacks modern analytics modules, forcing employees to export data into spreadsheets for analysis.

    The prevalence of legacy tech is notable. Nearly 96% of IT professionals in one 2023 survey said they still need legacy applications in their environment, and only 4% reported not using any legacy applications.

    Why it persists: Replacing core systems is often viewed as risky, expensive, and disruptive. The classic “if it isn’t broken, don’t fix it” mentality.

    Technical debt (the cumulative cost of quick-fix IT decisions) accumulates because the company opts for short-term patches over long-term rebuilds.

    Impact on risk management: Outdated technology directly impacts risk monitoring and reporting. Legacy systems may not capture the level of data granularity needed for advanced risk analysis (for example, a legacy manufacturing system might not log each production anomaly needed to predict equipment failure risk). They often lack audit trails or modern security, elevating operational and cyber risks.

    4 – Cultural Resistance to Change and Data Sharing

    Organizational culture plays a pivotal role in the success of data initiatives. Long-standing habits and attitudes create resistance to adopting new data practices or sharing information freely.

    How it manifests: Front-line managers may cling to their known and used ‘excel spreadsheets’ and gut-feel decision making, viewing new data systems with suspicion. In many ways, new data systems also expose known but unaddressed failures to the limelight.

    Some departments also treat data as a power source to hoard. For instance, the sales team might be reluctant to input detailed client data into a central CRM if they’ve historically managed relationships personally. The XPLM industry survey highlights that two-thirds of respondents said their corporate culture actually favors the emergence of data silos, and 71% admitted that departments “do not want to share their knowledge” across the organization.

    This culture can doom data projects; employees might refuse to adopt a new reporting tool, or deliberately bypass official processes (keeping shadow records) because they don’t trust or understand them.

    Why it persists: Cultural change is one of the hardest challenges in any organization. Mid-sized companies often have veterans and legacy practices deeply ingrained – “this is how we’ve always done it” can be a mantra. If leadership isn’t actively driving a data-centric culture, middle management is unlikely to enforce it.

    Additionally, without adequate training or clear communication of benefits, staff may genuinely fear that new data systems could make their roles redundant or expose their mistakes, thus resisting involvement. There’s also the issue of incentives: if performance metrics don’t reward data sharing or accuracy (and instead only reward short-term results), employees have little motivation to change their behavior.

    Impact on risk management: Cultural resistance can sabotage even well-intentioned risk data initiatives. If, say, the risk team implements a new enterprise risk management (ERM) system but business units don’t feed it with timely data, the system becomes an empty shell. An unsupportive culture can nullify the best tools and keep the organization in a reactive stance, where data is seen as a threat or burden rather than a shared asset for informed risk-taking.

    5 – Increasing Regulatory and Reporting Complexity

    The external environment is raising the bar on data and reporting, and many companies are finding their frameworks lagging behind these evolving requirements. Whether it’s financial regulations, data privacy laws, or sustainability reporting standards, the complexity and volume of reporting expectations have grown exponentially – and mid-sized firms are struggling to keep up.

    How it manifests: A regional bank might face new stress-testing data requirements from regulators that its current risk systems cannot support, resulting in frantic efforts to pull the right data. Manufacturing companies now encounter detailed ESG expectations, for instance, European mid-sized listed firms will soon need to comply with the EU’s Corporate Sustainability Reporting Directive (CSRD), tracking metrics from carbon emissions to supply chain due diligence. Many are unprepared.

    Why it persists: Unlike large corporations, mid-sized companies typically do not have big compliance departments or the latest Reg-Tech tools. They may be caught off guard by new regulations or find them disproportionately burdensome.

    Impact on risk management: Compliance risk becomes a top concern. But beyond compliance, the spirit of these regulations (be it transparency in risk or sustainability) is to drive better decision-making. If a mid-sized firm is only doing the minimum, it likely isn’t leveraging the data to actually improve risk management.

    6 – Talent and Skills Gap in Data Analytics

    Even with the right tools, organizations need skilled people to build and maintain robust data frameworks. Mid-sized companies often face a talent crunch in this area. They may lack experienced data architects, analysts, or risk data specialists on staff.

    How it manifests: The IT team might be small and generalized, without a dedicated data engineer or data scientist. Mid-sized firms often cannot offer the same compensation or career trajectory as large tech firms or banks, leading to a smaller talent pool.

    Why it persists: The demand for data and analytics talent has exploded in recent years (with the rise of AI, big data, etc.), and supply has not kept up. Mid-sized companies often have to “grow” their own talent internally, which takes time. Hiring experienced professionals is competitive and costly. Additionally, some mid-tier companies are located outside major tech hubs, making recruitment harder. There’s also the issue of retention.

    Impact on risk management: A skills gap can severely hamper risk oversight. Insufficient talent leads to heavy reliance on a few key individuals or external vendors; this concentration is a risk in itself. If those individuals leave or contracts lapse, the organization’s data capability could collapse. Risk professionals in such settings often find themselves doubling as data cleaners and report builders, diverting them from higher-value risk analysis.

    5 Strategic Remediation Moves for Mid-Sized Organizations

    Mid-sized companies can turn these challenges into opportunities by proactively strengthening their data and reporting frameworks. Below are five strategic remediation moves spanning technology, governance, and people to help resolve or mitigate the above root causes. These strategies are interrelated and can be pursued in parallel:

    1 – Establish a Robust Data Governance Framework with Executive Ownership

    Firms should formalize a data governance program that defines clear roles, responsibilities, and policies for data management. This also means appointing accountable data owners/stewards in each domain. To succeed, governance cannot be an IT-only initiative.

    It needs top-down endorsement and enforcement. Leadership should treat data as a strategic asset, regularly reviewing data governance progress just as they would financial results.

    The key is also continuous improvement: governance isn’t a one-time project but an ongoing program that adapts as the company grows and regulations change.

    2 – Invest in Modern, Scalable Data Architecture and Tools

    A strategic upgrade of technology can pay huge dividends. Mid-sized organizations should evaluate and invest in scalable data infrastructure that could involve moving to cloud-based platforms, implementing a unified data warehouse or lake, and deploying business intelligence (BI) and reporting tools that automate data aggregation and visualization.

    Modern cloud solutions are increasingly accessible to mid-market companies (often offered in modular, pay-as-you-go models), lowering the barrier to entry. Key considerations would be to prioritize integration-friendly solutions and adopt tools that reduce manual work, such as ETL for moving and reconciling data

    3 – Strengthen Data Talent and Literacy Across the Organization

    People are the linchpin of any data strategy. Companies should invest in their human capital by both acquiring and developing data skills. If hiring full-time is difficult, engaging external consultants or service providers on a project basis can jump-start initiatives while transferring knowledge to internal staff.

    On the development front, companies should launch data literacy programs so that employees at all levels become more comfortable with data and analytics tools.

    A focus on talent and literacy sends a message that data isn’t just the IT team’s job, it’s everyone’s responsibility.

    4 – Foster a Data-Driven Culture with Strong Change Management and Incentives

    Leaders should consistently communicate the importance of data in achieving the company’s goals, and celebrate data-based decision making.

    Some firms establish cross-functional teams or “communities of practice” around data, which break down silos by design. It can also help to start with small wins. Pilot the new framework in one department, refine it, and then expand, so people see proven benefits.

    A data-driven culture also means employees become more likely to report issues or anomalies when they occur, rather than hiding them, because they know management wants to hear the data even if it’s bad news.

    In essence, technology and processes might provide the tools, but culture is the soil in which a data-driven enterprise either withers or thrives.

    5 – Align Data Initiatives with Risk Management and Compliance Objectives

    Lastly, mid-sized organizations should explicitly try and link their data framework improvements to their broader risk management and compliance goals. In practice, this means using risk-based criteria to drive data projects: focus on the data that matter most for the company’s risk profile and regulatory requirements.  

    Some mid-sized firms establish a Risk and Data Steering Committee that meets regularly to ensure data initiatives are evaluated in terms of risk reduction and compliance impact. Additionally, keep an eye on upcoming regulations and proactively build capability to meet

    Ultimately this alignment creates a virtuous cycle: good data feeds into good risk management, which identifies areas for improvement, which in turn drives further data enhancements. By making risk management a key outcome of data strategy, companies ensure their data framework upgrades truly fortify the organization’s resilience and not just its operational efficiency.

    Conclusion

    Transitioning to a mature data and reporting framework is undoubtedly a journey, not an overnight fix. However, by understanding the root causes behind their current shortcomings, organizations can target their efforts more effectively.

    The challenges outlined often interact, but the good news is that the remediation moves are mutually reinforcing as well. With committed leadership, smart investments in technology, empowered people, and a culture that values information, companies can evolve their data practices significantly. The payoff is more than just better reports. It is improved risk foresight, stronger compliance, and enhanced decision-making agility.

    Sources:

    • Basel Committee on Banking Supervision (BCBS 239) progress reports (2023)
    • BIS reports on supervisory expectations for risk data frameworks
    • Case studies: Silicon Valley Bank collapse analysis, 2023 U.S. Senate testimony and Fed reviews
    • Sero Group: Implementing Data Governance for Small and Medium-Sized Businesses
    • XPLM (2023): Study on Enterprise Data Silos and Cultural Resistance to Data Sharing
    • Gartner, Forrester, and IDC insights on enterprise data architecture adoption
    • QBE Global Risk Index (2023): Mid-Market Risk Prioritization and Preparedness Survey
    • Hyperproof GRC Benchmark (2024): Risk and Compliance Operations in Fragmented Environments
    • Sage (2023): SME Cloud and Sustainability Technology Trends Report
    • IDC SMB Tech Pulse (2023–24): Cloud adoption rates and tech spend forecasts for mid-sized firms
    • McKinsey Digital: The Value of a Scalable Data Architecture for Mid-Sized Enterprises
    • World Economic Forum: 2023 Global Talent Outlook
    • Udemy for Business: Skills Gap in Data Literacy 2023 Report
  • Compliance Fatigue and Bloated Cost of Control

    Compliance Fatigue and Bloated Cost of Control

    Background

    Let us for illustration purposes understand the approximate scale of the compliance requirements for mid-sized enterprises in India.

    India’s regulatory ecosystem has tens of thousands of requirements, over 69,000 unique compliance requirements across 1,536 laws by one count. These are not abstract numbers; they translate into a daily grind of filings and checkpoints.

    A medium-sized manufacturing company in India, for example, might need to comply with 5,500+ distinct regulations, whereas even a small manufacturing unit must follow around 750 regulations. These include everything from labor law registers and tax returns to factory safety displays and environmental permits.

    Although the organizations are free to assess their own risk appetite and calibrate approach to suit a “Risk Based Approach”, in reality, the fear of potential non-compliance leads to excessive compliance burden.

    Rising Compliance, Spiraling Costs, Unclear Value

    One of the clearest signs of “compliance fatigue” is the growing cost of compliance, relative to its perceived benefit. Compliance budgets have been rising rapidly, often without commensurate clarity on what risks are actually being mitigated or value gained.

    Despite massive compliance expenditures in certain industries, breaches and fines continue unabated. For instance, global banks collectively paid billions in penalties in recent years even as their compliance departments grew larger than ever. Regulators have openly noted that they remain unimpressed by the amount of money spent on compliance, what matters are outcomes. If compliance spending doesn’t translate to fewer incidents, its ROI is fundamentally in question.

    Across industries, leaders are asking hard questions: “What are we really protecting with all this spending?” It’s often difficult for compliance officers to answer with hard data. Ideally, compliance investments protect the business from fines, fraud, data breaches, safety incidents, reputational damage, etc. But quantifying the absence of a crisis is challenging. Compliance’s success is often that “nothing bad happened,” a counterfactual that’s tricky to monetize.

    The bottom line: Many organizations feel trapped in a compliance cost spiral; pouring more and more money and effort in, without a clear picture of risk reduction or business value out. Business leaders don’t want to write blank checks for compliance; they want to know their investments are actually protecting the company’s most critical assets and stakeholders.

    Audit Overload and Tick-Box Compliance Culture

    Why Leaders Are Concerned

    When we weigh fragmented initiatives, audit overload, ballooning costs, reactive spending, and staff burnout, it becomes clear why many organizations see a cost-benefit imbalance in their compliance programs.

    The benefits (risk reduction, avoidance of fines/incidents, improved reputation), while very real, are often opaque and lagging, whereas the costs are immediate, tangible, and rising. This imbalance is leading some executives and board members to question whether they are getting value for money  from compliance.

    In blunt terms, if we doubled our compliance spend in the past 5 years, are we twice as safe? Or as one expert framed it: “What is the probability that the usual GRC investments are genuinely protecting the business?”. If that probability is low or unknown, it signals a problem in how the program is structured or measured.

    Business leaders don’t want compliance to be a necessary evil; ideally, they want it to protect what truly needs protecting and enable the business to thrive. The challenge ahead is how to rebalance the equation so that the compliance function’s value is as plain as its cost.

    Improving ROI Clarity: Strategies for Better Compliance Value

    Despite the daunting picture, there are concrete steps organizations can take to rebalance their compliance efforts and improve clarity. Below are several actionable recommendations and strategic shifts that can help transform compliance from a fatigue-inducing cost center into a more efficient, value-driven function:

    1 – Adopt a Risk-Based, Strategic Approach:

    Rather than treating all compliance activities as equally critical, prioritize resources toward the risks that could most seriously harm your organization. This means clearly answering the question, “What are we really protecting?” Is it customer data? Financial integrity? Safety of employees? Once you identify your crown jewels and top threats, align compliance controls to those areas first.

    A risk-based approach also involves defining your risk appetite (what level of risk you’re willing to accept). This helps right-size compliance efforts; in areas of low risk, avoid over-engineering costly controls that don’t add value. By focusing on what truly matters, you can start to quantify benefits (e.g. “we reduced the probability of a major data breach by X% through these controls”) and thus demonstrate ROI in terms of risk reduction.

    2 – Consolidate and Streamline Programs: 

    • Break down the silos between various compliance initiatives. Often different teams manage overlapping requirements with separate processes and tools.
    • Conduct a program audit to identify overlap and inefficiency. You may find, for example, multiple teams separately assessing vendor risk or multiple tools tracking similar control inventories. Consolidating these efforts not only cuts cost but improves consistency.
    • Consider establishing an integrated GRC (Governance, Risk, Compliance) framework where a single system maps all controls to relevant regulations. This allows one control (say, an access security control) to satisfy multiple requirements at once, reducing duplicate work.
    • Streamlining should also extend to audits: whenever possible, use a single evidence repository so that one piece of evidence can serve multiple audit objectives, alleviating audit fatigue.

    3 – Leverage Technology and Automation:

    Invest in modern compliance tools that automate and improve visibility. According to Accenture research, 93% of compliance leaders agree that AI and cloud-based compliance tools can remove human error and automate manual tasks, boosting efficiency.

    Some areas to target with technology include: continuous monitoring of controls, workflow tools for policy management and attestation, and data analytics to detect compliance issues early. However, technology is not a silver bullet. It should be implemented alongside process improvements, not just layered on top of bad processes.

    4 – Define Metrics and Communicate Value:

    To make ROI clear, define key performance indicators (KPIs) for your compliance program that relate to both cost and benefit. It’s notable that nearly half of the firms do not monitor their cost of compliance at all; simply starting to measure it is step one. Next, translate compliance outcomes into the language of business. Even if not perfect, they signal that the compliance function is evaluating its own effectiveness.

    5 – Foster a Culture Beyond Box-Ticking: 

    • Cultural change is critical. Tone at the top matters. Leadership should emphasize that compliance is about protecting the company and its stakeholders, not just pleasing regulators.
    • Make compliance part of performance evaluations for everyone, not as an extra burden but as an expected aspect of good business practice.
    • When compliance is culturally rooted, people are less likely to see it as an external imposition and more as a shared value. 
    • Engaged employees are the best defense and also the best champions to demonstrate that compliance work has real impact.

    6 – Right-Size the Compliance Organization: 

    • Leverage external expertise strategically. For example, use outside counsel or consultants for niche regulations or periodic compliance program reviews, rather than carrying that full expense in-house year-round.
    • This can provide access to expert knowledge on demand and help answer tricky ROI questions.
    • At the same time, cross-train team members on different aspects of compliance; a well-rounded team can handle a wider range of issues, improving efficiency.

    7 – Align Compliance Objectives with Business Goals: 

    • One way to underscore ROI is to tie compliance initiatives directly to business objectives. For example, if a company’s goal is to expand into European markets, frame the enhancement of your privacy compliance (GDPR, etc.) as an enabler of that expansion (gaining customer trust and avoiding legal roadblocks).
    • If the business is embracing digital transformation, position your cybersecurity compliance upgrades as protecting that digital innovation (thus avoiding costly setbacks from breaches). By framing it this way, you shift the narrative from “compliance is a cost we must bear” to “compliance is helping us achieve X business outcome securely.” 
    • Consider building “compliance by design” into product development and strategy, ensuring that new initiatives consider regulatory requirements from the start. 

    8 – Review and Reduce Bureaucracy: 

    • Periodically conduct a “clean-up” exercise. Many compliance programs accumulate layers of checks over time (often as reactions to past problems) and never shed any.
    • Sometimes, simplifying a control or combining two steps into one can maintain effectiveness and save hundreds of person-hours. Every hour saved is essentially money saved or re-allocated to more meaningful work. This improves the perceived ROI because people see that compliance is mindful of efficiency and not just adding procedures endlessly.

    Implementing the above strategies requires effort and commitment, but the pay-off is two-fold: reduced fatigue and higher ROI clarity. Firms that have pursued such improvements report not only cost savings, but a stronger confidence among leadership that compliance investments are worthwhile.

    Conclusion

    Companies today find themselves juggling a multitude of regulatory demands, from financial controls to data privacy to ESG, with teams that are overloaded and budgets that seem to grow faster than the perceived benefits. The current state in many organizations is fragmented compliance efforts, reactive fire-fighting, and a culture of ticking boxes to get through audits, all contributing to high costs and murky value. Mid-size firms feel this pain acutely as they shoulder enterprise-level rules with far fewer resources.

    Yet, it doesn’t have to remain this way. By reimagining compliance through a strategic lens, focusing on risk-based priorities, integrating programs, leveraging technology, and fostering a compliance-positive culture, businesses can turn compliance into a more streamlined, proactive, and yes, valuable part of operations.

    In the end, the goal is to establish compliance programs that confidently answer the ROI question. That means being able to articulate, at a high level: Here’s what we’re protecting, here’s what it would cost if we failed, and here’s how our compliance efforts prevent that. 

    Sources:

    • Wipro Sustainability Report FY 2023-24 – warning against “compliance fatigue” leading to a checkbox mentality 
    • LinkedIn (A. Agarwal) – challenges for mid-sized firms: limited resources, staff burnout, manual processes 
    • TeamLease Regtech report
    • NorthRow/Drata 2023 survey
    • Indian Economic Survey 2024-25
    • DigFin (LexisNexis study)
    • Drata 2025 survey
    • Secureframe (2024), “Overcoming Audit Fatigue: Causes & Mitigation Strategies” 
    • Thomson Reuters (2023), Cost of Compliance Report 
    • National Association of Manufacturers – NAM (2023), “Regulatory Onslaught Costing Small Manufacturers 
    • PwC (2023), “Risk and Compliance Reimagined: Unlock Hidden Savings” 
    • Corporate Compliance Insights (2023), “From Firefighting to Future-Proofing” 
    • Sprinto (2024), “100+ Compliance Statistics for 2025” 
  • Interconnected Risks Without a Common Language

    Interconnected Risks Without a Common Language

    Background

    Mid-sized companies across the globe are grappling with an increasingly complex risk landscape. From cyber threats and supply chain disruptions to regulatory changes and market volatility, operational risks today are more interlinked across business functions than ever before.

    Yet, many of these organizations lack a harmonized risk language and accountability, a shared, enterprise-wide way to understand, categorize and monitor risks. Instead, each department often speaks its own dialect of risk, using different taxonomies and sometimes, tools to monitor. The result is that critical issues can go unspoken, miscommunicated across silos, leading to unclear ownership of risks, duplicated compliance efforts, and missed early warning signs of trouble.

    What is a “common risk language”? 

    In simple terms, it’s a standardized vocabulary and classification of risks that everyone in the organization uses. This involves agreeing on a risk taxonomy, risk ratings and terms across all teams. The purpose of a common risk language is to ensure that a finance manager, an IT analyst, and an operations supervisor all mean the same thing when they discuss “high operational risk” or a “compliance issue”. A a common framework enables people with diverse backgrounds to communicate effectively about risk and identify issues more quickly.

    One common symptom is unclear risk ownership. For example, consider a mid-sized manufacturing firm. The operations team tracks safety incidents and supply disruptions, the IT team handles cybersecurity threats, and CISO monitors regulatory issues. When a critical supplier suffered a cyber breach, operations labeled it a supply chain issue, IT labeled it a vendor cyber risk, and CISO saw a third-party data privacy concern.

    Another example ailing many financial institutions pertains to preventing, detecting Money Mules (Money mule risk refers to the threat posed to a financial institution when its accounts, systems, or services are exploited knowingly or unknowingly by individuals, to move illicit funds, thereby exposing the institution to fraud losses, regulatory breaches, and reputational damage.)

    Who truly owns this risk? Is the fraud risk team or the AML Compliance team or the cyber team or the first line of defense? Money mules are a classic case of an interconnected risk without a common language. Multiple functions in the same organization perceive the risk differently and hence, are never able to solve the root cause issues are a singular unified view. Without a unified view, early indicators that might have been obvious in say, a consolidated dashboard, remain scattered.

    Since there are no common taxonomies linking these perspectives, no single owner is alerted to the full picture. This overlap and ambiguity mean everyone assumes someone else is mitigating the problem. The early warnings are hence, often missed amidst the fragmented reports.

    The problems exacerbate in case of un-regulated sectors. 

    Why a Common Risk Language Matters:

    • Aligned Risk Appetite and Decision Making:  A common risk language helps align the organization’s risk appetite with operational decisions. Risk appetite, the level and type of risk a company is willing to accept in pursuit of its objectives, is typically set at the top. With a unified taxonomy, management can define risk appetite in concrete terms for each risk category, and everyone from the board to the business units understands it the same way. This means decisions on the ground are made with a clear understanding of how they fit the company’s risk tolerance.
    • Clear Ownership and Accountability: With the unification, every major risk category has an owner and stakeholders who all understand what falls under that risk. There’s less chance of “grey area” risks being unowned. Responsibilities can be assigned without ambiguity ensuring someone is watching each risk and accountable for responding.  
    • Enterprise-Wide Visibility: Using one risk language allows aggregation of risk data across the whole company. Executives can see the full risk profile without blind spots. Early warning indicators become more apparent when all inputs feed into one picture. Patterns (like similar issues cropping up in different regions or departments) can be detected via the common categories. This holistic view is essential for spotting systemic risks that individual silos might overlook.
    • Efficiency and Reduced Duplication: Standardizing risk categories and reporting streamlines processes. The same risk does not need to be assessed in triplicate by different teams; one assessment can serve multiple purposes. Controls and mitigations can be designed to address multiple related risks at once. This cuts down the repetitive administrative burden. In mid-sized firms where resources are limited, this efficiency can be a game-changer, freeing staff to focus on high-value risk mitigation.
    • Improved Communication and Collaboration: A shared vocabulary breaks down communication barriers between functions. In day-to-day operations, this means cross-functional teams can come together quickly around emerging issues, because they have a common reference point. Stakeholders from different domains can contribute insights without talking past each other, leading to more robust risk assessments.

    A Contrast: Harmonized Taxonomy in Action

    Building a Common Risk Language: Practical Steps for Mid-Sized Companies

    Implementing a harmonized taxonomy may sound daunting, but it can be achieved with a series of practical, staged steps. Mid-sized corporates, in particular, should tailor these steps to their scale and culture, focusing on enabling cross-functional collaboration without excessive bureaucracy.

    Below is a roadmap to strengthen enterprise-wide risk insight and decision-making through a common language. 

    1 – Inventory and Reconcile Existing Risk Terminologies: 

    • Identify overlaps and gaps – Gather the risk lists and terminologies currently in use across departments (e.g. finance risk register, IT risk log, HR compliance checklist, etc.). It’s common to find different names for essentially the same risk. For instance, “data leak” in IT, “confidentiality breach” in legal, and “privacy compliance failure” in compliance might actually refer to overlapping risk events.
    • Draft an initial unified risk taxonomy – Form a small working group with representatives from key functions to review and start mapping equivalences. Leverage industry frameworks as a starting point, for example, ISO 31000 or COSO ERM categories but customize them to fit the company’s context. This collaborative approach brings deep expertise from each area and ensures the taxonomy isn’t imposed top-down but rather agreed upon.
    • Develop a Common Risk Glossary and Definitions – For each risk category and sub-category in the taxonomy, write down a clear definition and examples. This becomes the glossary of the common risk language and a common rating criterion.

    2 – Assign Clear Risk Ownership and Governance 

    • Assign Risk Owners – With the taxonomy in place, assign risk owners for each major category or for specific key risks. In a mid-sized company, a single executive or senior manager might own multiple related risks (for instance, the Head of Operations might own Supply Chain and Safety risks, the CFO might own Financial and Compliance risks, etc.). The important part is that it’s documented and communicated.
    • Establish a cross-functional working groups – Set up risk workking group that meets regularly to discuss risks enabled through the common language. Having this governance structure formalizes the common language, it’s where everyone “speaks risk” together. It helps break the historical silo mindset and replace it with a culture of information-sharing.

    3 – Implement Enabling Tools and Central Risk Register

    • Establish a single source of truth – This could be as simple as a shared spreadsheet or database in smaller companies, or a module in GRC (Governance, Risk & Compliance) software for those who have it. The key is that all departments log their identified risks, incidents, and mitigation plans in this central repository using the agreed taxonomy and ratings.
    • Provide visibility to the central source of truth – This central risk register gives everyone visibility into risks across the enterprise. It also simplifies reporting; one can generate an enterprise risk dashboard from it for management or board reporting, instead of manually compiling data.

    4 – Integrate Risk Discussions into Operational Processes: 

    Having a common language and tool is half the battle; the other half is making sure it’s used in decision-making. Mid-sized firms should embed the common risk language into their routines. For example:

    • Department heads can be required to include an update on key risks (using the common categories) in their monthly reports.
    • Project proposals can have a section assessing risks in common language terms.
    • Incident post-mortems should map causes and follow-up actions to the taxonomy categories.
    • Gamify or use simple checklists to guide staff on identifying and reporting risks consistently.
    • The goal is to avoid situations where only risk managers talk about risk. Instead, every team uses the common language in their context.

    5 – Link the Common Language to Risk Appetite and Strategy: 

    • Articulate risk appetite – Ensure that the company’s risk appetite is articulated in the same terms as the risk taxonomy.  This practice directly ties operational risk oversight to strategic goals and thresholds. It also helps in aligning mitigation efforts with what the company cares about most.
    • Periodically review enterprise risk profile – Companies should review these appetite statements periodically in their risk committee and adjust as necessary (for instance, if entering a new market or launching a new product, adjust appetite and categories accordingly).

    6 – Continuous Education and Refinement: 

    • Implement Ongoing Training – Conduct periodic workshops or scenario drills where cross-functional teams practice responding to a hypothetical risk event using the shared framework. The risk landscape also changes so the common language must evolve too.

    By following these steps, mid-sized enterprises can gradually build a common risk language that permeates the organization. This is as much a cultural initiative as a technical one. Leadership should articulate the “why”; explain to all staff that the company is establishing a common risk language so that everyone can work together to safeguard the business. Teams start to see how their concerns connect with others’.

    In an environment of ever-interconnected risks, establishing this shared understanding is fast becoming not just a best practice, but a necessary priority for sustainable growth.

    As the old proverb goes, “if you want to go fast, go alone; if you want to go far, go together”. A common risk language ensures that a company’s departments go together, equipped with unified insight, as they navigate the risks on the road ahead.

    Sources:

    • Boultwood, B. How to Develop an Enterprise Risk Taxonomy. GARP (2021) – Importance of a hierarchical common risk language for ERMgarp.orggarp.org.
    • LogicGate Risk Cloud. The Language of Risk (2021) – Benefits of a shared risk vocabulary; 50% of companies lack consistent risk data/languagelogicgate.comlogicgate.com.
    • Chambers, R. Break Down Silos for Visibility Into Enterprise Risk. MIT Sloan Management Review (Feb 2025) – 86% of risk professionals say silos hinder risk management; need for holistic approachsloanreview.mit.edu.
    • OneTrust Blog. Who Owns Third-Party Risk: Breaking Down Silos (Mar 2022) – Risk silos create duplication of efforts, analysis gaps, lack of knowledge sharingonetrust.com.
    • Hyperproof. 2025 IT Risk & Compliance Benchmark Report (Oct 2024) – Data silos link to higher breach frequency; 46% of siloed-risk firms had breaches vs 30% with integrated approachhyperproof.io. Also, siloed teams spend ~38% time on admin taskshyperproof.io.
    • MetricStream Case Study. Almarai – Enterprise Risk and BCM (2020) – Fragmented approach led to inconsistent risk understanding, limited visibility, duplicate workmetricstream.commetricstream.com; introducing common risk taxonomy improved data accuracy, visibility and cut effort by 50–70%metricstream.commetricstream.com.
    • MetricStream Case Study. Fortune 1000 Insurance Co. GRC Journey (2021) – Lack of common risk language caused inefficiencies, solved by centralized taxonomy and platformmetricstream.com.
    • Chakraborti, A. Challenges of ERM Implementation in India (Jan 2024) – Mid-sized enterprises struggle with resource constraints for risk managementlinkedin.com.
    • DeLoach, J. Using a Risk Model as a Common Language. Corporate Compliance Insights (2014) – Purpose of a common risk language is to ensure completeness in risk identification and effective communicationcorporatecomplianceinsights.com.
  • Mind the Gap: Bridging Board Oversight and Operational Realities

    Mind the Gap: Bridging Board Oversight and Operational Realities

    Background

    Risk management failures in mid-sized and emerging companies have made headlines from Silicon Valley to Mumbai, often tracing back to a troubling disconnect between boardroom understanding and on-the-ground realities. This “board-versus-operational reality” gap in risk oversight has tangible consequences; from financial losses and regulatory penalties to reputational damage. A recent consulting survey indicated nearly 55% of board members say their company’s risk management struggles to keep pace with business strategy changes.

    In an era of rising uncertainties, board members and independent directors are expected to serve as crucial sentinels, yet their effectiveness is often hampered by cultural and informational barriers. As a part of this series, we explore in this article as to why mid-sized enterprises are prone to governance gap, the real-world fallout when it goes unaddressed, and how boards can close the chasm between the view from the boardroom and the operational reality on the ground.

    Understanding the Oversight Gap

    Every corporate board has a fiduciary duty to oversee risk, but there’s often a disconnect between what boards believe about risk management and what’s actually happening within the organization. In many mid-sized firms, boards receive periodic risk reports and updates that paint a reassuring picture. Risks identified, controls implemented, compliance boxes checked. Yet the day-to-day reality in business units or project teams can be very different. Metrics and reports presented to the board may be incomplete or overly optimistic, leading to a false sense of security at the governance level.

    Root Causes of the Gap

    • Information Asymmetry: Senior executives may filter what they escalate to the board, and mid-level managers might downplay or fail to report issues upward, especially in a culture that ‘shoots the messenger’.
    • Limited Risk Expertise: Limited expertise in specific risk areas often exacerbates the problem. If directors aren’t well-versed in emerging risks (be it cybersecurity, regulatory compliance, or operational safety), they may not know the right questions to ask or may accept vague assurances. In fact, one analysis observed that a lack of operational risk expertise can make board members reluctant to stray from their domain.
    • Siloed Reporting: Operational risks are often tracked inconsistently, failing to reach the board in a meaningful way. Without the right data and Key Performance Indicators (KPIs), they might not realize the true magnitude of certain risks.
    • Differing Perspectives & Priorities: It helps to recognize that boards and operational teams often view risk through different lenses requiring better communication to align high-level oversight with ground-level realities.

    Why Mid-Sized Companies Are Especially Vulnerable

    • Weak Risk Framework: Large multinational corporations often have extensive risk management frameworks, dedicated risk officers, and layers of oversight. In contrast, small and mid-sized enterprises (SMEs) frequently operate with leaner structures which can widen the board-operational gap. Research shows that many mid-sized companies do not have fully defined Enterprise Risk Management (ERM) programs due to cost constraints, limited resources, and fewer dedicated risk professionals.
    • Lean Structures: Often, employees wear multiple hats; for example, the finance head might also oversee compliance, or operations managers double as safety officers. This can lead to gaps in expertise and bandwidth when it comes to systematically identifying and mitigating risks. The board might assume that “someone in management” is handling risk, but in reality, risk responsibilities can fall through the cracks in a mid-size organization’s structure.
    • Rapid Growth: Mid-sized firms are frequently in high-growth mode. They are expanding into new markets, launching products, or undergoing digital transformation, all of which introduce new risks. However, governance processes in these companies often lag behind their growth. A post-mortem by regulators on Silicon Valley bank observed that the bank’s growth far outpaced the abilities of its board and management to install a suitable risk control infrastructure.
    • Cultural Pressures: A ‘Business Today’ magazine analysis of recent startup scandals noted a “convenient lack of oversight from boards, as start-ups get caught up in the rat race of growth over profits”.  Mid-sized enterprises, especially those led by founders or family owners, can have tight-knit cultures with strong top-down influence. If the leadership’s emphasis is on aggressive growth or hitting targets “at all costs,” employees may feel pressure to prioritize results over risk compliance.
    • Weak Internal Controls: Mid-sized firms often lack the robust internal controls and audit functions that larger firms use to catch issues early. Risk assurance processes in a smaller company might be outsourced or minimal, and risk reporting may not be integrated company-wide. This means the board’s usual safety net, internal audit and compliance reports, may not be effective.

    Understanding Recent Risk Management Failures – Real-World Consequences:

    Governance lapses in mid-sized firms lead to serious failures, underscoring the need for boards to bridge the oversight gap. Recent cases illustrate how the board-operational disconnect fuels crises:

    These examples across different sectors highlight the critical gap between boards oversight and operational realities, where incomplete knowledge of day-to-day operations led to risk management failures. Despite having boards and risk policies on paper, governance breakdowns allowed small issues to escalate into major crises. For mid-sized and emerging companies, closing the board-operations gap in risk oversight is not just a best practice but a strategic necessity for survival and success.

    Closing the Gap: Practical Steps for Boards to Enhance Risk Oversight

    Bridging the divide between boardroom perception and operational reality in risk management requires concerted action. Boards of mid-sized and emerging companies can take practical, actionable steps to enhance the sanctity of their risk oversight role. These steps span tools and technology, structural and process improvements, and cultural shifts. Below are key recommendations for boards and their companies:

    • Unfiltered Communication: Boards must insist on clear and candid risk reporting. Boards should demand that risk reports be forward-looking, impact-focused, and unfiltered. Instead of high-level summaries that gloss over issues, reports should explicitly connect risks to business outcomes. This can be done through reviewing “risk dashboards” that include key risk indicators, incident logs, and mitigation status updates for major / emerging risks. 
    • Strengthen risk governance structure: Many mid-sized companies suffer because no single leader is accountable for enterprise-wide risk – plugging this gap is vital. Establish regular sessions where the risk officer and internal audit head can speak to directors without senior management in the room, fostering open communication. 
    • Translate Technical Risks & Elevate risk discussions: Operational details (e.g., “unpatched firewalls”) should be framed in business terms (e.g., “potential $2M loss from a breach”).
    • Leverage Technology and Data for Risk Monitoring: In today’s digital age, even mid-sized companies can afford tools to enhance risk oversight. Boards should encourage management to utilize risk management software, dashboards, and data analytics to gain real-time visibility into risks. According to a 2025 survey, 76% of mid-market businesses already use technology in some aspect of risk management, but only 11% have fully integrated. There is immense room to grow here.  
    • Fostering risk aware culture through appropriate tone at the top: Perhaps the most critical yet intangible fix is cultural. The board and executive leadership must set the tone that risk management is everyone’s responsibility and is valued. Leadership should visibly recognize and reward teams that identify and manage risks well, turning risk management successes into learning moments company-wide. Conversely, there should be accountability when risk processes are ignored or warnings silenced. The board could ask for a “Risk Culture” assessment. If results show problems say, the board must push management to address this through appropriate training. 

    As experts advise, boards should exercise an “inquisitive mindset; digging deeper, challenging assumptions, and encouraging open communication. All before adverse events materialize.”

    In essence, bridging the gap requires aligning these perspectives. When governance and implementation are in sync, Boards can anticipate issues and support management in addressing them proactively, rather than cleaning up surprises after the fact.

    The Strategic Role of Independent Directors in Risk Oversight

    Independent directors are critical for objective oversight, challenging assumptions and fostering a risk-aware culture. Independent directors bridge the gap by:

    • Asking Tough Questions: Free from management ties, they probe operational realities (e.g., “Are cybersecurity resources adequate?”).
    • Bringing Expertise: Directors with cyber or compliance backgrounds enhance oversight, reducing financial irregularities (per governance surveys).
    • Setting Tone: By engaging risk managers directly and rewarding candor, they encourage issue escalation.
    • Leadership in Crisis: As seen in BharatPe (2022), independent director can direct investigation of misconduct, thus protecting stakeholder interests.

    In summary, Independent Directors also play a strategic role as risk sentinels and governance champions. They must use their position to ensure the board isn’t operating with blind spots. As one LinkedIn corporate governance commentary put it, independent directors act as “ethical custodians, guardians of shareholder interests, and champions of accountability,” reinforcing structures that mitigate risk.

    Conclusion: Strengthening the Board’s Risk Guardianship

    We close this article with 10 sharp questions that we believe the board members & independent directors must ask in order to obtain comfort in the risk / governance framework within mid-sized enterprises. Obtaining comfort on these areas will naturally cascade into the direction and investments that need to be made towards better risk management.

    As businesses globally navigate an increasingly volatile world; from cyber threats and supply chain disruptions to regulatory shifts and beyond, closing the board-operational reality gap will distinguish the resilient companies from the rest. With boards committing to the sanctity of their risk oversight role, mid-sized enterprises can confidently stride forward. 

    Sources:

    • AuditBoard Blog – “The Business Resilience Gap: A Tipping Point” (EY Global Board Risk Survey findings) auditboard.com auditboard.com.
    • Risk & Insurance – “Middle-Market Businesses Face Risk Protection Gaps” (Nationwide survey of mid-market firms, 2025) riskandinsurance.com riskandinsurance.com.
    • Harvard Law School Forum (Glass Lewis post) – “Corporate Governance, Board Oversight & the 2023 Banking Crisis” (Analysis of SVB, Signature, First Republic failures) corpgov.law.harvard.edu corpgov.law.harvard.edu.
    • Economic Times (India) – “What’s behind the CEO resignations in India’s private sector banks?” (Governance lapses in mid-tier banks) m.economictimes.com.
    • Business Today (India) – “How Zilingo’s Troubles Bring to the Fore Governance Issues at Start-ups” (Start-up governance lapses, Zilingo and BharatPe) businesstoday.in businesstoday.in.
    • Reuters – “Investors of India’s GoMechanic seek audit into ‘inflated’ financials” (GoMechanic startup financial fraud admission) reuters.com reuters.com.
    • ForensicRisk Alliance – “Navigating the Storm: learning from past corporate failures in the GCC” (Gulf corporate governance failures and lessons) forensicrisk.com.
    • dss+ Consulting – “When Boards Miss the Warning Signs: Elevating Operational Risk Oversight” (Operational risk oversight challenges and recommendations) consultdss.com consultdss.com.
    • LinkedIn Pulse – “Independent Directors: Navigating Corporate Governance” (Role of independent directors in risk oversight and culture) linkedin.com.
    • BusinessToday (India) – “YES Bank independent director…resignation letter” (Yes Bank governance failure, independent director protest) businesstoday.in businesstoday.in.