Not long ago, cybersecurity was a term rarely, if ever, heard in the boardroom. Rather, information security was deemed to be a risk managed solely by the chief information or technology officer. Those days are gone. With the litany of high profile cybersecurity hacks—and the potential resulting drop in shareholder value, regulatory inquiries and litigations which inevitably follow—cybersecurity has become an increasingly challenging risk that boards must address.
Employee surveys have always played a role in HR. Typically, they involve a lot of time and a lot of work – they are big projects that happen once a year or once every two years. In most cases, because of their size and complexity, analysis takes a long time and we are left with a static, moment-in-time view of what was going on in the organization at the time of the survey. Unfortunately this often leaves HR in the position of reacting to what was, rather than responding to what is and planning for what will be.
The voluntary guidelines found in the 2013 release of the National Standard of Canada for Psychological Health and Safety in the Workplace may no longer be much of a voluntary standard for employers. The Ontario Human Rights Commission (OHRC) released its 109 page Policy on preventing discrimination based on mental health disabilities and addictions Wednesday June 18, 2014.
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