How to create “human firewalls”
A sure way to guard against identity theft is to turn your employees into “human firewalls” to safeguard against this growing crime.
Start by educating and training employees and asking the right questions.
Who gets to take data home? Who can access data remotely and what data are they allowed to access? Do keys and key cards get surrendered when employment is terminated? Where do you keep sensitive data? How is that data destroyed?
Reinforce the correct ways to handle sensitive data. By enforcing policies and procedures regarding hardware and software, employees are clear about the seriousness of your company’s security issues. Constantly review and revise those procedures.
There are pitfalls everywhere that can result in a security breach. HR professionals have a duty to run all those traps and ensure nothing is getting stolen– either through the front door– or through insecure networks.
You also must keep employees current on how to prevent identity theft because once an employee becomes a victim, productivity drops. The Federal Trade Commission estimates that 10-15 million people are victims of identity theft every year. The average identity theft victim spends 330 hours or more attempting to restore his / her identity if it is undetected in 24 months. That time away from work – or on the phone at work — affects your company’s bottom line
This isn’t just an IT issue. It’s an issue for top HR executives to jump in and get in front of data risk issues.
2 Comments on “ How to create “human firewalls” ”
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In response to Bill…
Thanks for your thoughts on some of the questions we should be asking our employees (who has access to data, who gets to take it mobile, etc.).
As someone who spent two years recovering from this crime because I didn’t do my HR due diligence (I hired a partner who used my identity to steal from our clients), I know all too well the costs associated with lackluster research. I spent more than two years extricating myself from all of the criminal, civil and emotional implications that were a byproduct of not doing my homework. And it all could have been solved with an ample background check. The costs of prevention are nothing compared to recovery.
Posted on 16. December 2008 at 11:21
John,
Thanks for the comment. You have a great point: “The costs of prevention are nothing compared to recovery.” It is like health insurance. You pay for it even though you might not need it, but when you do need it, you are glad it is there. Companies must take the time to ensure they are protected and so are their customers and employees.
Posted on 16. December 2008 at 11:24