Protecting employee privacy when it comes to data-driven insights

EFAPs provide plenty of answers – that need to be carefully protected
By Paula Allen
|Canadian HR Reporter|Last Updated: 02/27/2019
Data Analysis
Data is powerful. Addressing how you use the data is critical. Credit: Lightspring (Shutterstock)

In business, people talk a lot about improvement. As an example, more than two-thirds (67 per cent) of HR leaders say improving employee engagement is a top priority for 2019. Nearly half of respondents are also seeking to improve employee mental health (48 per cent) and overall health and wellness (47 per cent), according to Morneau Shepell’s Trends in Human Resources for 2019.

Typically, the desired outcome of a well-being initiative is a healthier, happier and more productive workforce. To achieve this, employers need to understand where to focus their initiative, establish a baseline and track change over time. This depends on data that demonstrates the usage of well-being and employee support tools, such as an employee assistance program (EAP).

Data is powerful. Addressing how you use the data is critical. First and foremost, the issues of privacy, confidentiality and security must always be top-of-mind. Personal and health information is among the most sensitive types of information and, as such, is privileged and protected.