Four key concepts that will help organizations unlock the full potential of their data resources.
Today’s organizations have more data about their employees than ever before, and the volume and variety of accessible information continues to grow. There are two key drivers behind this shift.
More broadly, Gartner research shows that 82% of employees want their organizations to treat them as humans, not just workers. Effective personal support requires data — on everything from family and caregiving responsibilities to mental health needs — and that data can provoke some very real privacy concerns.
The right to purpose means that organizations have clearly defined the reason they’re asking for employee datawhy they’re collecting any new data, how they’ll process it, and how long they’ll need to retain it in order to accomplish their core purpose. Once a specific business purpose is defined, the right to minimization requires organizations to limit the data they collect to what is truly necessary. That means critically assessing both howthat data is.
The most effective way to follow through on the right to fairness is to build it into decision-making processes from the outset. At one international retail corporation we work with, HR doesn’t wait to assess the diversity of the workforce after employees have been hired. They use robust data analytics to ensure an inclusive applicant pool, then re-evaluate at the candidate, interview, and selection stages.
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