I tuned into a webinar yesterday put on by ACEDS, and then saw today that Jared Coseglia, from TRU Staffing Partners, had posted an article with many of the same points he mentioned on the webinar. If you’re in the eDiscovery space or want to get into the eDiscovery space, this is worth a read:
And so, I wonder if those yearly, semi-annual, quarterly, video training would be a lot more effective if we also shared specific examples of people who got phished, and how they fell for it?
Like most things in life, it’s one thing to hypothetically know that something could happen, but it’s quite another to know that it did happen to someone we know. Someone just like us. That makes it so much more real in our minds, and it appears to make a huge difference in how users might approach phishing attempts.
The reality is if you allow people to be flexible and get their work done in the way that makes the most sense for them, individually, they will all benefit from that decision. There won’t be a fairness issue because of some accommodation because everyone is getting the accommodation they need to do their best work.
What’s wrong with that? Isn’t that what management says they want?
It’s true, what we define as bullying among school children with no option to simply leave school doesn’t really fit when talking about the workplace, though it is the height of privilege to not recognize that many low-paid workers don’t necessarily have that same level of freedom to do so.
But, as the quote points out, it doesn’t matter what we call it, unprofessional behavior that hurts coworkers and employees has no place in the workplace:
I’ve been thinking about this a lot over the last couple of years. We tend to think of the “Big Tech” apps and social networks as being the problem in the digital world, but really it’s all these little places too, because, as they describe, they don’t just keep us informed of actual events in our neighborhoods, they keep us informed of every single instance of something that someone finds suspicious.
This, in turn, makes us go from living in a relatively calm neighborhood to believing we are just one or two days away from the Purge.
This is an acute problem for many of us, who want to participate in doing the work of promoting diversity and inclusion but are still getting measured by everything other than that. And, as the survey points out, it is oftentimes women who take on this work, in an effort to help other women and minorities achieve.
But, as much as the C-Level folks talk about the importance of this work, it is not a part of the job performance, nor is time and effort really allocated for it.
How many of you volunteer to take on this work, running an employee resource group, putting together presentations, leading group discussions, often at the behest of top management, and then when it comes times for performance reviews, the only thing that matters is time spent on bringing in revenue?
The message seems to really be, “It’s great that you want to do this work for us, but make sure you do it on your time because your productivity will be measured against the people who don’t spend any time at all doing this work”