Data-driven decision-making is now the norm in many workplaces. Executives collect and analyze information to inform hiring practices, promotions, and insurance premiums. However, Leora Eisenstadt warns that the kinds of data that employers can track should be safeguarded by law, to both protect employees’ privacy and limit employers’ liability.
Eisenstadt asserts that the current legal statutes do not provide enough protection to both employers and employees. By gathering data from nonwork activities, employers may be pushing this trend to new, more troubling places. In today’s environment of data concerns and privacy breaches, companies should be cautious of data mining that goes too far.