National Identity Fraud Prevention Week

This week is National Identity Fraud Prevention Week (NIDFPW), which over the last seven years has helped consumers and businesses alike to fight identity fraud. NIDFPW brings together partners from both the public and private sector to contribute their resources and experiences to help UK businesses and consumers protect themselves against identity fraud.

Research commissioned by Fellowes for the campaign has shown that consumer confidence is at an all time low, with 96% of people concerned that the organisations they deal with aren’t treating their data responsibly.

There is some evidence that supports these concerns: the study finds that complacency is high across businesses, most of which do not have clear policies and are not doing enough to combat identity fraud:


• Only 52% of companies have a policy in place to help protect people’s identities – a drop of 4% from 2010

• With this lack of advice it is therefore not surprising that 79% of employees admit the identities of employees or customers could be at risk of being acquired by fraudsters

• Half of employees (50%) believe that sensitive information could be obtained from company computers


• While 42% of British workers believe employee or customer identities could be obtained from company bins

• Worryingly, 57% of employees believe that personal information may not be safe in the hands of fellow employees and that they might abuse the information they hold

• This lack of confidence from employees in their companies suggests that the 54% of the UK public worried about personal information being stolen from a company are justified. Significantly, this number is up almost 10%, from 43% in 2010

But it’s not only at the office that there are risks. The growth in remote working is making employees more vulnerable to identity theft outside the office – Fellowes found that 67% of employees work from a non-office location from time to time. Disturbingly, 39% of these don’t shred at all, meaning that the office practices aren’t extending to all work and documents and confidential company information is being discarded intact.

This level of complacency could have a direct commercial impact: 47% of consumers report that they would not use an organisation again if they found out they had suffered a breach; 45% would look elsewhere, 44% would make sure it did not hold any information about them and 23% would never trust it again. Only 3% of those surveyed would carry on as normal.

Companies need to be more alert to these dangers and to help organisations. Therefore NIDFPW partners are once again making a guide available with tips on how to prevent identity fraud. In addition to a dedicated online resource centre, the guide outlines the risks of identity fraud and suggests simple ways to protect yourself and your company. The guide can be accessed, free of charge, at http://www.stop-idfraud.co.uk/

 

 

Please note that Chatback Security and Action fraud are not responsible for the content of external websites. To report a fraud to report a fraud, call Action Fraud on 0300 123 2040 or use the online reporting tool

http://www.stop-idfraud.co.uk/

Social Spy At Work - Surveillance in (and by) the workplace

This report is worth a read it highlights how organisations may or apparently do use publicly available information on the internet to make decisions about current staff and potentially new members of staff. Media searches have been around for sometime (eg: hold the front page , or Linkedin or just a name search using good old google) but the moral of this story is don't put anything on the web which you do not want to bite you on the bum in 1 month, 1 year or 10 years........once its there its always there and its public!

A summary of the GMB report on FROM WORKPLACE WATCH TO SOCIAL SPY: SURVEILLANCE IN (AND BY) THE WORKPLACE is below:

Click the image to
read the full report

The new report produced by the GMB Trade Union shows how employers can use sophisticated software to watch only what employees are doing in the workplace (Workplace Watch), but what they are saying on online social networks and other communication channels (Social Spy).

A previous version of the report in 2005 identified technologies that pervasively and persistently monitor workplace activity, ranging from wearable computers in retail distribution centres (monitoring the movement and activity rates of employees, with the information system managing their movements) to the monitoring of computer activity such as typing speeds and spelling errors in a process of increasing productivity by staff

The updated report identifies the privacy issues that arise through the extensive development of social networking, online communication, the increasing ‘public’ visibility of that communication activity and the implications of their use in the workplace.

Noting how the surveillance industry has expanded since the events of 9/11, and offers ever more sophisticated means of electronic monitoring, there is also a shift in the balance of surveillance power where employees can now undertake forms of counter-surveillance of employers, political representatives, and mobilise action through online resources.

This presents significant challenges to the maintenance of privacy of individuals and employees, and potential harm to organisations and employers – the ‘privacy paradox’, and the extent to which surveillance is ‘proportional’ to the real problems, and is undertaken with the consent of employees.

Report produced
by the GMB

The report notes the ‘privacy paradox’ in the context of positive benefits of monitoring and surveillance (for example for key worker safety, for health monitoring, and for public safety (for example the need for Agencies to share information about risks to children), but then discussed the ways in which ‘function-creep’ can occur when technologies are taken into areas of pervasive monitoring, and the ways in which the surveillance industry can exploit employers’ fears of security risks, employee fraud, and reputational damage.

The integration of surveillance is made much easier by the sophistication of Internet networking and mobile phones. In 2005 phones had cameras and some mobile Internet, but now increasingly are complex integrated technologies with cameras, keyboards, high-quality screens, high-speed mobile Internet access, GPS location facilities, digital compasses and other devices that allow precise location to be tracked within buildings. High-speed Broadband networks allow the real-time monitoring of activities such as the BRULINES service where pervasive monitoring of drink dispensing and sales records is implemented in over 22,000 pubs (one-third of all pubs in the UK).

 

However, it is the electronic trace that we all leave online that is receiving the attention of the ‘Social Spy’. For example, the Social Intelligence Corporation in the USA provides software that scans the publicly available information on the Internet to check where applicants for jobs have a negative online presence, arguing that “5-20% of applicants have something negative out there about them.” Their “Social Intelligence? Monitoring” will also check existing employees for critical comments made about colleagues and managers, unacceptable material being accessed or passed on, looking at Websites that are not approved, or undertaking what is called “cyber slacking” when they use workplace resources for personal activities.



So, as employees engage more and more with email, social networking, photo sharing, and blogging, they leave behind a detailed audit trail of what they do. And, even if people delete comments or material that they regret it may be that the material has been copied and passed on by others, or a previous version of a Web site has been captured by the Internet Archive (in what is called the WayBack Machine and will remain there without any easy way to remove their past material.

The report therefore examines the risks in the rise of pervasive surveillance in the workplace, and also the risks associated with the uncritical use of the communication channels on the Internet. Damage can be caused to all parties in the workplace, and GMB is clear in the need to negotiate ‘digital etiquette’, ethical practices and standards of behaviour by all parties.

GMB’s do's and don’ts of social networking

Do's:

· Think carefully before posting anything online.

· Have a clear understanding of what comments about your work will be tolerated by your employer.

· Take time to understand the privacy policies and controls for any social networking or blogging site that you use.

· Use access controls to limit who can see your information – and don’t forget who you have granted most detailed access!

· Use a separate email address to register with networking and blogging sites – preferably one that does not include your name.

· Check your privacy settings often. Think about who you allow as friends, and remember who they are.

· Consider that some people may not be who they say they are.

· Report users who violate the terms of use for the sites you are on.

· Be aware of your employer’s policy on the use of electronic communications. You might not be allowed to use sites like Facebook in work hours.

· Clearly state in your bio that all views are your own personal opinions and not those of your employer.

Don’t

· Publish your email address, telephone number or home address.

· Choose an email address that reveals private information about you.

· Make public other identifying information, such as your date of birth.

This process must also involve constructive and meaningful dialogue with employers so that employees understand that limits that exist regarding surveillance, and can then work together with employers to maximise the business benefits for all stakeholders.

References - The Truth, or not the truth, that is the question!

Westminster Abbey are seeking to recruit a Head of Security

I was recently advised regarding the below Head of Security post, it sounds quite interesting:

Westminster Abbey are seeking to appoint an experienced security professional who has managed in-house security operations at high profile locations which attract large volumes of visitors on a daily basis. The successful applicant should have extensive knowlege of physical security and public safety best practice, be fully conversant with regulatory legislation and have an ability to motivate, inform and support the development of the security function.

Westminster Abbey is a unique historical and architectural treasure, encapsulating over a thousand years of British history. Benedictine monks first came to this site in the middle of the tenth century, establishing a tradition of daily worship which continues to this day. The Abbey is a living church and occupies a central place in the celebration of great events for the nation, attracting over one million worshippers and visitors each year. It is a building of outstanding national and international importance which demands a coherent and focused security strategy.

Job Application Pack (PDF, 72 KB)

Application Form (Word Doc, 182 KB)

For an informal discussion regarding your suitability, please contact the advising consultant John Dodd on 01625 508 100. Interested applicants should send a completed application form to 6039@wickland-westcott.co.uk

Closing Date: 10 October 2011