Tag: workers

Half of office workers in Ireland have clicked a link in a suspicious email in the past year

HCS, a leading IT, cybersecurity, and digital transformation services company, announced the results of new research that explores office workers’ attitudes to, and experiences of, cybersecurity at work. The study found that in the past 12 months, more than half (51%) of office workers in Ireland have clicked on a link or attachment within a suspicious email sent to their work email address.

The research of 503 office workers based in Ireland was carried out by Censuswide on behalf of HCS, with the support of Fortinet, global leader driving the evolution of cybersecurity and the convergence of networking and security. It found that 50% of those who admitted to clicking on a link and/or attachment in a suspicious email also claimed to be confident that they can identify phishing emails when they receive them.

Of those who opened a suspicious link or attachment, 61% reported it to the proper authority in their workplace immediately, while 34% reported it within the same day, but not immediately.

As employees can often be the first point of attack for cyber criminals targeting businesses, those surveyed were asked how they determine whether a communication received on a work-related device is legitimate. The survey found that 65% check whether it has come from a caller or sender that they recognise, 53% check whether the caller or sender is asking for private or sensitive information, and half look for grammar or spelling errors. A quarter (25%) contact the caller or sender via another form of communication to confirm their identity.

As the cyber threat landscape continues to evolve, 67% of those surveyed say they are aware of their company having a plan or protocol in the event of a successful cyberattack. Despite this, just 41% of office workers said their employer has provided formal cybersecurity awareness training in the past year. Of those who haven’t received any cybersecurity training in this timeframe, 79% said that their previous training is not sufficient to keep pace with modern cyber threats.

When asked what they perceive to be the biggest cyber threats to their business in 2024, Irish-based office workers named human error (49%), malware (49%) and social engineering such as phishing (43%). Some 42% say phishing attempts are becoming more convincing.

Dan Hegarty, Head of Sales, HCS, said: “This research serves to highlight some of the real-world cybersecurity risks facing businesses. Employees are often the weakest link in an organisation’s chain of cyber defences, so it’s concerning to see that a large number of the employees who were deceived by a suspicious email also believe that they are alert to cybersecurity threats.

“Evidently, the training that employees are receiving – if any – may not be enough. The survey underscores the need for regular cybersecurity awareness training within organisations. The reality is that – particularly now, given the speed of advancement in AI – what could have sufficed 12 months ago may now be outdated. Complacency in this area could prove to be the biggest threat to businesses.

“Our research also shows that it’s not enough to just have a strategy in place in the event of a cyberattack. Any strategy needs to be tried and tested across the business and continually updated as cyberattacks continue to become more advanced. At HCS, we see first-hand the daily challenges posed to customers by cyber criminals attempting to exploit vulnerabilities. We ensure that security is at the core of everything that we do for our customers, minimising risk and enabling better business performance.”

Paul Donegan, Country Manager Ireland, Fortinet: “These findings underscore the need for continuous improvement within organisations. In a cyber landscape that’s becoming ever more complex, businesses must make cybersecurity a key priority and they must equip their employees with the tools to do the same. That’s why through the Fortinet Training Institute we are committed to supporting companies of all sizes to keep pace with evolving cybersecurity trends and skill sets with appropriate cybersecurity training and courses for every person in the organisation.

“It’s also important that employees understand the importance of putting their hands up if they make an error of judgment or are misled by a fraudulent email or call. It’s crucial to get out in front of a potential breach, and employees need to realise that time is of the essence and report an incident as soon as it happens. It’s up to organisations to promote this from the top down and instill a sense of cybersecurity ownership and responsibility across the business.”

Two thirds agree new Central Bank laws could be the “financial ruin” of workers in the financial services sector

Two-thirds of compliance experts in the financial services sector believe, to some degree, that new laws which allow the Central Bank to fine individuals up to €1 million for rule-breaking – and empower the regulator to go after a person’s assets – could result in “financial ruin” for workers in the financial industry. Furthermore, more than six in ten (62pc) of those surveyed believe the wealth of the individual being investigated should be taken into account when deciding the size of any fine they are to be hit with.

This is according to the findings of a new survey by the Compliance Institute, which polled 175 compliance professionals working primarily in Irish financial services organisations nationwide.

The Compliance Institute survey examined attitudes towards new laws passed last March as part of the Central Bank’s move to clamp down on individuals found guilty of wrongdoing in the financial services industry.

Following changes that were introduced by the Individual Accountability Framework (IAF) Act last year, the Central Bank can now take direct enforcement actions against individuals in authorised roles for the first time. As part of this direct enforcement, individuals can be fined up to €1m for wrongdoing (see Appendix).

Commenting on the survey findings, Michael Kavanagh, CEO of the Compliance Institute said:

“The new laws means that for the first time, the Central Bank can now take direct enforcement actions against individuals in authorised roles. Despite concerns that the new powers could lead to the financial detriment of workers in the financial services sector, our survey found that an overwhelming 85pc of compliance professionals are in favour of the new laws. Almost one in five (17.5%) are already confident the changes are “necessary and well-measured”, while a further 67pc are waiting to see how the new laws work in practice before they make a final judgement.

Furthermore, of those who oppose the Central Bank’s new powers, just 4pc believe sanctions should be limited to the institution only.

This strengthening of powers has generated both discussion and debate throughout the financial services industry and while some groups have welcomed the move, others have voiced their concerns.”

The Compliance Institute points to arguments made by certain lobby groups late last year that these laws could make it harder for the financial services industry to attract and retain talent while others suggested they could even result in “financial ruin” for workers in the sector. Indeed, a survey conducted by the Compliance Institute last year found there was growing concern that new governance rules giving the Central Bank new powers to hold individuals accountable for wilful wrongdoing in the financial sector[1] could stymie the recruitment of senior executives in the field, with nine in ten firms in the sector saying they believe the new rules will make it difficult for firms to hire individuals into particular senior roles.

Mr Kavanagh added:

“Just 12pc of the people we surveyed agreed the changes could hamper the industry in Ireland, but a larger percentage (25pc) believe they could in fact result in financial ruin for the workers involved.  In reality however, most people are on the fence, but one in three are confident that the Central Bank will be proportionate in the application of the powers”.

The Compliance Institute says the new laws should ultimately underpin sound governance across the financial services sector which in turn, consumers should benefit from.

Mr Kavanagh explained:

“While individuals could be fined up to €1m under the new laws, the Central Bank has promised it will apply the sanctions to individuals in a way that takes account of the unique challenges they face compared to firms. Most (62pc) also believe that the wealth of the individual should be considered while almost 6 in 10 say the access to advice provided by their employer should be factored in.”

3 in 10 Workers in Ireland Primed to Leave Their Current Employer in the Next 5 Years

Six in ten workers in Ireland will leave their current employer in the next 10 years, and three in ten don’t see themselves with the same company in 5 years’ time.

Findings from a new survey from Lockton People Solutions[1] revealed that for Irish workers, a job-for-life is very much a dated concept, with employees regularly reassessing their career trajectories and most are open to pursuing new opportunities with different employers.

Notable highlights from the Lockton Employee Outlook Survey include:

  • The biggest cohort of workers (28pc) believe they’ll be with their employer for only the next 5 years before thinking of moving on.
  • One in five said they expect to be with their current employer in 10 years times, and a further 83pc said they will not be there in 20 years.
  • Female workers in Ireland currently appear to be more open to being “lifers” when it comes to work – more than two in ten women (22pc) compared to just over one in ten men said they could see themselves being with the same employer for the next 20 years.
  • Public sector workers are more likely than other sectors to say they’d be with their current employer for 10 years (27pc) or even 20 years (28pc) from now – those in hospitality and property and construction were the least likely groups to see themselves being with the same employer in the long term.

Tom Curran of Lockton People Solutions commented on the findings:

“This research provides a really important insight for employers into what their workforce is thinking in terms of tenure.

The notion of long-term commitment between employees and their current employers had undergone significant transformation. With near full employment in the country, attracting employees has become a challenge in many industries… which makes staff retention increasingly important”.

“What this survey shows is that the workers are readily open to making a change when it comes to work, viewing job changes as opportunities for growth and new experiences”.

“When we drilled into the data, it would seem that small and medium-sized organisations are more likely than multi-nationals to have a higher level of staff turnover in the next 5 years – approximately 38pc of workers in these organisations said they could only see themselves with the same company for 1 or 2 years, compared just 28pc of workers in very large organisations. With life expectancy in Ireland expected to increase to almost 90 years by 2050, and portfolio careers becoming more mainstream, employee benefits need to change in response”.

“Perhaps unsurprisingly, the sector or industry someone works in also has a bearing on how long they intend to stay with their employer – for example, hospitality and construction workers were those most likely to leave their employer in less than 5 years from now, while, excluding the public sector, Pharma and Agriculture are the sectors in which employees are more likely to stay for more than 10 years”.

Experts at Lockton say there can be a variety of factors impacting the decision to leave one’s employment, such as poor work-life balance, lack of career progression opportunities, or limited flexible working arrangements. The employee benefits specialists advise that it’s important that employers accurately capture the main drivers behind staff retention issues to help mitigate risk.

Mr. Curran continued,

“It’s also beneficial to understand why employees choose to stay in an organisation – that can be a valuable data source. Indeed, the world of work has changed significantly, and organisations need to keep pace with the fast-evolving needs and lifestyle choices of their employees.

This shift in landscape places the onus on employers to craft compelling value propositions that not only entice top talent to join their company but also foster an environment that encourages this talent to stay”.

Lockton contend that organisations today must not only offer competitive salaries, but also cultivate a dynamic workplace culture that promotes skill development, recognition of achievements, and work-life balance.

Mr. Curran went on to comment,

“Moreover, the implementation of an employee benefits package that resonates with employees on a personal level is a key facet of the employee value proposition. From flexible working arrangements and mental health supports to professional development opportunities, bespoke offerings tailored to their requirements and lifestyle choices demonstrate the company’s commitment to its employees’ well-being and growth. Any benefits redesign also offers the opportunity for companies to assess their programmes in light of their ESG and DE&I goals and to amend accordingly. Companies that create authentic employee-centric propositions will undoubtedly stand as magnets for top talent and be better positioned to retain their valuable workforce in the long term”.

Technology Your Business Should Be Using If It Has Remote Workers

Bringing on remote workers is an increasingly popular choice for businesses all over the world. Working remotely often provides employees with a better work-life balance, improves their morale, and can even boost productivity in some cases.

However, if you truly want to get the most out of your remote workers and ensure everything goes well, there are some pieces of technology you should be using. With that in mind, this article is going to go over a few technologies that every company working with remote workers should be using.

Time Tracking Technology

Using remote employee time tracking and monitoring technology is a great option when working with remote workers. It helps you to keep tabs on what people are doing, how long they are working, the things they are downloading, websites they are visiting, and more.

While plenty of remote workers will work hard all day without needing to be monitored, others may slack off and get distracted. This technology helps keep your remote team productive and can also give you more information about their performance, strengths, and weaknesses. It can also boost security as you will be able to catch it quickly if someone accidentally accesses something they shouldn’t or sends out the wrong information to the wrong person.

There are different rules in different places about what can be tracked and monitored, so always make sure you are operating within the confines of the law.

Video Conferencing Technology

Another good option is enhancing remote work with video conferencing. One of the major issues with remote work is a lack of communication and these employees feeling disconnected from the team. They cannot attend in-person meetings and don’t see their coworkers every day, and this can feel a little isolating.

By using video conferencing technology, you can ensure your remote workers feel like part of the team and can put a face to the name of the people they work with. This technology allows people from all over the world to join meetings to get to know their bosses and coworkers a little bit better and ensure they don’t miss out on crucial information or updates.

This technology is also quite flexible as most will allow remote workers to join a meeting on their computer, on a tablet, or even on their phone.

Project Management Tools

Lastly, if you have remote workers, it makes sense to use some kind of project management tool. This allows teams to work together on projects, manage tasks, send notes, plan out work that needs to be done, and so much more. They can be used for teams that work together in-office but are especially good for remote teams with members all over the world.

They ensure everyone can stay on the same page and each person knows what they are responsible for doing. In addition to helping teams collaborate, this technology can also allow people to communicate and share files with one another, too.

In conclusion, if your business employs or partners with remote workers, these are pieces of technology you should be using.

More than four in five workers would not be comfortable with webcam monitoring – one in two say it’s a “huge invasion of privacy”

Almost four in ten (39pc) workers would choose a higher-paid job over a job which allowed them to work from home, while more than one in three (35pc) would choose the job that allowed them to work from home. Furthermore, remote working is more important to female workers in Ireland than their male counterparts.

These are some of the findings of a nationwide survey commissioned by employee benefit and pension specialists Lockton Ireland.

The survey, which polled more than 700 workers in Ireland’s labourforce, found that most people (69pc) believe that workers should be entitled to work from home – if their duties can be performed remotely. Less than one in three (31pc) believe it should be up to an employer to decide whether or not an employee can work from home. Women in particular believe workers should have the right to work from home, with more than three in four (76pc) stating this – compared to just over six in ten (63pc) men.

Three in four survey respondents (74pc) said they would not be comfortable turning on their webcam while working from home if requested by their employer to do so – with almost half saying they would refuse to turn such a device on as they would consider it a ‘huge invasion of privacy’.

The Privacy Issue

Commenting on the findings, Ray McKenna, partner with Lockton Ireland, said:

“Our research shows just how important working-from-home (WFH) has become to so many people – and within such a short timeframe too. The WFH trend was the biggest change to hit the world of work in decades, perhaps centuries. It has completely transformed how people work. It allows people to organise their work around their life and work when they’re at their most productive. This in turn should allow people to work alongside the challenges which life throws their way, to work for longer, and to pursue multiple careers if they wish. It will also open up opportunities for people who may have struggled to participate in the workforce before.”

“Despite the strong support for the WFH option, less than one in seven (16pc) people would be prepared to turn on a webcam at the request of their employer – even if failure to do so would prevent them from being able to work from home. It shows just how uncomfortable the thought makes Irish workers. Any employer considering going down this path should be very careful. The issue of webcams has proved to be a contentious one of late – last October, a Dutch court awarded a man €75,000 in compensation after his American employers insisted he kept his webcam turned on throughout the working day.”

Women and Working From Home

The Lockton survey also found that men were more likely to choose a higher-paid office-based job than a lower-paid WFH job – with 44pc of men saying they would opt for the job that paid the higher salary. Just over one in three women (35pc) said they would choose the higher-paid job.

“Almost four in ten female respondents said they would choose workplace flexibility over a higher salary. This is a clear indication of just how instrumental that option could be when it comes to keeping women in the workplace,” said McKenna. “More needs to be done to encourage and facilitate female participation in the labour force. Currently about 60pc of females are in the workplace – compared to 71pc of males.The barriers for female participation in the workplace are well documented. The cost of early childhood education and childcare in Ireland is one of the highest in the EU.

“Traditionally, much of the responsibility for childcare in this country has fallen on women – and while men are playing a more active role today than previous generations did, women still take on much of the childcare. It’s no surprise then that many women take a step back in their careers when they have children and that options such as part-time work are often pursued by females.

Lockton referred to a recent report by the European Commission which found that the number of women participating in the labour force in Ireland has reached a record high due to a shift to remote working during the Covid-19 pandemic.

Mr. McKenna advised,

“To ensure women have equal opportunities in the workplace, it is crucial that employers at least consider the WFH option for all employees, where those jobs can be completed from home. This would also give more men the opportunity to work from home too, should they wish to – which will also help level the gender playing field around childcare and work opportunities”.

Other highlights from the Lockton Ireland’s Workers survey include:

  • More women than men would have no problem with a request to turn on a webcam (30pc versus 21pc) – with those aged 55 and older the more likely age cohort to have no problem with this term of employment (47pc versus 20pc of those aged between 35 and 44).
  • 44pc of people aged 25-34 would opt for the higher salary if they had a choice between a job with a higher salary and a lower-paid WFH job. This compares to 22pc of those in the 35-44 age bracket – perhaps a suggestion that people of this age have young families, so their priorities have changed in terms of what they need from their job, making them more likely to choose the WFH option.

 

The Ultimate Guide For Training Your Workers For New Technology Adoption

In the 21st century, technological advancements have enabled companies to increase efficiency whereas enhancing profitability. But these digital marvels also contributed significantly to alienating employees. In 2019, a survey revealed that 37% of people between 18-24 years of age were afraid of technology taking over their jobs. 

Similarly, Forbes has stated that 55% of employees are worried about automation rendering them jobless. What makes workers resist adopting technology? It might be the “fear of the unknown” that has made them oppose automation. The solution lies in training them properly so they may understand how technology helps them become better employees. Here, we’ll explain how this training is achievable:

Steps to help your workers adopt new tech

  • Create a technology roadmap

It isn’t practical to merely install software programs on an employee’s computer and expect them to become familiar with it. Companies should establish a “technology roadmap” that involves their workers’ training to accelerate technology adoption. This roadmap ensures that employees receive enough time to adjust to new tech. It’ll make them less stressed/worried about adopting innovative software applications. By creating a roadmap, you can allocate time for meetings where workers discuss their problems with these programs. So, this “fear of the unknown” will dissipate. Don’t forget to implement this roadmap properly to receive effective results in the end. You could also check out this blog for more information. 

  • Choose the right degree

It’s essential to choose the right degree for your workers based on their different expertise. Some employees require only the basic tech-related know-how, while others can acquire higher education. So, you can motivate some workers to pursue MBA in information technology management to hone their digital acumen. This degree prepares them for roles such as CIO and CTO in your organization. After earning an MBA-IT, an employee can also become an in-house company trainer for other workers.

  • Offer some incentives

It isn’t enough to offer them training opportunities when you haven’t incentivized this extra learning for your employees. Make this experience joyful and beneficial for a worker by providing monetary benefits. Delegate more responsibilities to them and offer rewards if they upskill themselves. We’ve observed that “tech skills” shall become necessary to survive in the future marketplace. Moreover, give constructive feedback to motivate employees and encourage them to hasten their learning.

  • Be patient with them

You can’t expect employees to learn using a software application in a few classes. Sometimes, you’ll have to wait for several months before the entire workforce becomes familiar with an application. It seems proper to be patient with them and introduce these new concepts gradually. Don’t make the training overwhelming for your employees. Give them information in bite-size chunks so they may digest this education properly. Also, don’t expect all your employees to be some sort of whizkids.

  • Use how-to videos

Adding visual elements to anything makes it easier to remember. Statistics show that people remember 80% of what they’ve seen while 20% of what they’ve read. So, you can create some how-to videos for your employees. It’ll help them understand how the new software program works and what advantages it brings to the table. Make this video content brief (five minutes long at most) to make information easier to handle. These videos will permit trainers to become better teachers.

  • Train small groups

While some companies insist on training the entire staff simultaneously, we suggest dividing them into smaller groups. It’ll make training more effective, invite more employees to participate, and allow trainers to explain complex concepts quickly. Psychologists believe that smaller groups motivate people to engage and draw out individuals who won’t speak before a larger audience. They address challenges in students’ understanding effectively as well while training employees in small groups.

  • Pair them with mentors

Don’t forget to pair your employees with some mentors for quick learning. These mentors should be tech-friendly individuals with enough expertise to your workers how to operate a particular program. It will enable employees to have someone with they may discuss challenges facing them while using that software application. These mentors will also help them retain the information taught by trainers. People tend to learn faster when they have someone to depend upon during education. Research best practices on how to get started with building a mentoring program that’s destined for success. 

  • Explain the advantages

A LinkedIn survey published in 2018 shows why technology adoption fails at workplaces and turns this failure into success. One reason why workers are hesitant about technology deals with their ignorance of its benefits. How does it help me become better at my job? Unless they know how these tools make them more productive, they won’t be motivated to undergo training. Boomers, especially, need people to explain to them the benefits of adopting new tech. Have an open chat with them to get the desired results.

Conclusion

It shouldn’t be challenging to make workers understand how technology makes them more productive. But we have 63% of managers complaining that technological adoption at their workplace isn’t fast enough! How do you make skeptical employees more motivated about “going digital”? There are some methods to convince them, such as offering incentives, providing mentorship opportunities, and making learning interactive. Give workers some room for failure, and also don’t forget to break training into small steps for easy understanding. These practices will enable employees to adopt new technology willingly while monitoring their progress. Consequently, your workforce shall become upskilled and more organized.