Which factor can indicate a strong culture of compliance in an organization?

A strong culture of compliance within an organization is significantly indicated by leadership support for compliance initiatives. When leaders actively endorse and promote compliance efforts, they set a tone at the top that emphasizes the importance of adhering to regulations and ethical standards. This kind of support can manifest through consistent messaging, allocating resources for compliance training, and being involved in compliance activities.

Leadership support encourages employees to prioritize compliance, knowing that it is valued by the organization's leadership. Furthermore, when leaders model compliant behavior, it fosters an environment where employees feel empowered to take compliance seriously and report any concerns or violations without fear of retaliation. This proactive engagement by leadership not only promotes a strong culture of compliance but also helps in cultivating trust and accountability within the organization.

The other options do not reflect a strong compliance culture. High employee turnover can signal dissatisfaction or disengagement, which may undermine compliance efforts. Limited communication about policies can lead to confusion and unawareness regarding compliance expectations, while high confidentiality levels might relate to other areas of concern but do not directly indicate the strength of a compliance culture.