Technical leakers prefer a loud exit to a quiet exit

Technical leakers prefer a loud exit to a quiet exit

News Summary:

  • They explain that many tech companies, including Twitter, have put ethical and responsible technology principles into practice in the form of AI ethics boards, responsible innovation guidelines, and offices for use. ethics and people technology. But these half-hearted measures of self-regulation are called moral washing. “A lot of tech companies prioritize values ​​and ethics,” senior analyst Mellen told TechNewsWorld. “However, when they fail to deliver on those promises, especially when it comes to customer data, customers notice and lose trust in them.

  • According to a blog by four Forrester analysts, the tendency for tech whistleblowers to quit their jobs with a bang as many of their colleagues embark on “quiet quitting” should be a wake-up call for practitioners. industry leaders. A hot job market for security, risk, and privacy professionals, combined with value-driven hiring, creates a unique opportunity for chief technology officers, Forrester Sara Mr. Watson, Jeff Pollard, Allie Mellen, and Alla Valente. “This unique combination of circumstances offers technology leaders the opportunity to make digital ethics, security innovation, risk programs, and trust initiatives a priority,” they write the main topic of conversation.

Customers are not the only ones noticing this. “It hurts talent who want to work at a particular company if someone knows they could be fired or silenced for speaking out against supposedly shared values ​​and ethics,” says Mellen. When companies say they develop technology responsibly, it attracts talent who believes in those values, the blog’s authors note. Liz Miller, vice president, and principal analyst at Constellation Research told TechNewsWorld: “Employees make proactive decisions about where to work based on a shared set of goals and a need to feel connected with others. the potential employer’s larger vision and purpose.

The blog’s authors note that the damage caused to an organization by a whistleblower is like a self-inflicted wound. These people desperately tried to change things in their companies by taking the lead with concerns long before those concerns made headlines, the bloggers wrote, but they were forced to. forced to comply, completely ignored, then discarded.

When you choose people with ideals and integrity, you get people with ideals and integrity, the blog authors argue – and when you behave in a way that betrays those people, they not only fit – they rebel. Miller observes: “Employees today place value above their employer’s mission, vision, and promised values. “If you disrupt this value chain, you do so at your own risk”. “They’ll quit, it’s a loss and an overhead,” she continued, “but it’s also possible that their frustrations, experiences, and frustrations will spill over into social and digital channels”. “Not listening to employees is as dangerous as not listening to customers,” she added.

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