We all noticed the day GDPR came into effect – or, should we say, our inboxes did.
Companies took the final opportunity to adhere to new EU privacy rules, with an influx of emails asking us to explicitly opt in to companies holding our data and notifying us about their updated privacy policies.
The new EU privacy rules were created to compel companies to rethink the ethics of data handling and ensure they’re introducing processes which protect individuals’ privacy rights as much as possible.
It’s also an opportunity for organizations to provide better experiences for employees and the people who trust them with their data. It’s important for individuals to feel like they can truly trust the companies they’re providing their personal information to and be confident that they will handle their data properly and securely.
The GDPR is a great opportunity to reinforce your company’s commitment to a data privacy culture, though.
Building the right culture around security means taking a proactive approach, rather than a reactive one.
It’s far more effective to have your workforce embrace necessary safety and security processes than it is to be left rectifying mistakes created by unprofessional and unsafe behaviors.
A data privacy culture is one where every employee takes responsibility for individual data privacy rights.
It’s a culture where workers are empowered to know how to protect themselves, and the organizational provides the support needed to execute these behaviors confidently and effectively.
The benefits of a data privacy culture are clear, but how do you arrive at that goal? It’s not enough to provide data privacy guidelines and revisit the topic annually for compliance.
Organizations must build in privacy by design to ensure they are creating a healthy data privacy culture across the entire employee lifecycle.
There are three main components to think about when building a data privacy culture for your organization.
Software can help in complying with GDPR, including data storage, data security, data analysis, security alerts and providing a digital audit. Are you using technology effectively?
Having robust policies and procedures in place are important when designing and assessing business processes.
Having a policy in place means you’ve mapped out the data processes your organization follows, documented it clearly, and communicated it with your employees. This is an important step towards transparency.
Consent is the other major step – have your employees agreed to the policies you have been in place? Do they know how to withdraw their consent?
Ensure employees are aware of their responsibility for the data security of their fellow employees, clients, partners, and their obligation to the organization to protect its privacy.
The strength of an organization is its employees. However, they are also a threat when it comes to data protection and compliance.
Whether through unintentional action or intentional malicious intent, employees can expose organizations to litigation and liability, significant financial costs, and huge reputational risks.
Employee journeys are unique to each organization but have similar characteristics. Our new infographic, below, explains how you can think about designing your employment journey with a data privacy culture in mind.
No matter where your business is located or how many employees your organization employs, you should be thinking about the new legislation and its approach to data privacy. Use this time to reinforce your company’s commitment to a data privacy culture.
Want to learn more about how the Sage Business Cloud People system can help you improve workforce visibility by automating people processes and avoid potential legal complications? Book a demo today.