More than one in five people worldwide experience violence or harassment at work during their working life. For multinational companies, a consistent standard of respectful conduct is hard to ensure, since cultural, organizational, and regulatory frameworks differ across regions. The organization studied, a Swiss-based Industrial Manufacturer with a decentralized structure, has already taken steps against mobbing, harassment, and abuse of power under its «RiW» concept. This thesis builds on that foundation and develops a dedicated, resource-conscious framework of preventive measures.

This thesis examines how Corporate Compliance can design and implement preventive measures within the «RiW» concept to embed a culture of respect across a decentralized organization. It analyzes which resource-efficient measures are needed and which barriers hinder their implementation at decentralized levels. Methodologically, the thesis combines a structured literature review, a document analysis of the existing compliance framework, and eight semi-structured interviews with employees from Corporate Compliance, Regional HR, and Local HR.

The research confirms four key gaps: structural, evident in message dilution across the Group-Region-Area-Local cascade; definitional, the absence of a shared understanding of acceptable conduct; content-related, uneven delivery capacity between white-collar and blue-collar employees; and ownership, an under-resourced, unevenly split responsibility between Compliance and HR.In response, the thesis proposes five measures: a Global «RiW» Standard, a Management and HR Toolbox, Operational Routines embedded into existing team meetings and performance conversations, leadership and HR training, and mandatory e-learning for all employees. Rather than adding new central capacity, each measure builds on structures the organization already runs, is rolled out in a staggered sequence, and is tracked through shared leading and lagging KPIs.The proposed measures form a first, resource-conscious framework rather than a finished solution. They still require piloting and further development, but give Corporate Compliance a concrete, practical starting point for anchoring a sustainable culture of respect.