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Social networks – should my employer be concerned

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With the exponential rise in the use of social networks, it now seems odd when you come across the one or two individuals who staunchly oppose the use of these much cherished and adored refuges. But ...

With the exponential rise in the use of social networks, it now seems odd when you come across the one or two individuals who staunchly oppose the use of these much cherished and adored refuges. But can we really know, trust, and keep track of the several hundred virtual friends we are amassing. This session takes a scientific look at whether we can and the impact the answer to this has on employees, and the corporations in which they work.

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    Social networks – should my employer be concerned Social networks – should my employer be concerned Presentation Transcript

    • Some thoughts from the thought leaders: web future • Acting as a human prosthesis, working for them unconsciously • Carry forward openness • Do a better job understanding the language of the web – video, pictures, still images, and connecting them to people; communities and collaboration • Do what the brain can’t do • Ultimate extension of me, my own knowledge base [Extended list available from presenter] Contributors: Howard Bloom, Author, The Evolution of Mass Mind from the Big Bang to the 21st Century, Peter Norvig, Director of Research, Google Inc., Jon Udell, Evangelist, Microsoft Corporation, Prabhakar Raghavan, PhD, Head of Research and Search Strategy, Yahoo! Inc.
    • Social Networks – Should my employer be concerned? Mark Henshaw, (ISC)2
    • Why do we have Social Networks? • They have established themselves, are ubiquitous and persistent • “A limb”, “a right”, “a differentiator” • Community, belonging, social groups • Decline in citizenship • Increased social dispersal • Language is a cheap means of social grooming – maintaining uncoupled yet effective social cohesion Dunbar’s number = 150 Bernard and Killworth mean number = 290
    • Social Networks – trust everyone • Number of social contacts = currency • Impersonation is relatively simple • Creating false persona and building a social network • Social Engineers dream • Basic instincts ignored, easy lures GREATER TRUST INCREASES VULNERABILITY Increasing pervasive Corporate vulnerability vulnerabilities due to unfettered Targeted malware hyperconnected “trust” in the n2n bridgeheads workplace Lack of control Attack surfaces Open web access
    • Information under Siege Unfettered evolution; hyperconnected coupled with web x.x leads to significant reduced effectiveness of traditional layered controls and increased risk to critical assets
    • Architecture of Participation today future We are: We want: People Dependent, controlled, limited, Liberated, self-governing, self-selecting, self- dangerous, inefficient protecting and self-healing, peer production, free to choose how we work Process, and Hard coded (DNA), one size, big Adaptive, Intelligent, loss protected DLP, engine long ROI, inefficient, rights managed DRM, classified information, Data ineffective, single use, dumb clever metadata, information managers Technology Monolithic, evolved bottom up, Stateful, layered, risk based, plug-in and go, limiting, data centric software as service, standardised, SOA, information centric, vendor agnostic Supplier Silo minded vertical, product Integrated cross-pollinated supplier-plus- based solutions, part of the supplier-to-customer (S+S2C), diverse problem service orientated Governance Internal focused, hierarchical Extended, cross-community participative, weighting, exclusive, not holistic aware, peer-to-peer, collaborative, inclusive, operating with a clear business mandate Integrated approach
    • Should my employer be concerned? YES if any one of the following is true 1 - No business awareness and risks are not understood 2 - Social Media Policy does not exist, or Policy does exist BUT employees are not trained 3 - Employees not aware of risks – no education and awareness exists covering use of Social Media and Social Networks 4 - Data Loss Prevention tools (DLP) not installed OR operational 5 - High sensitivity/value information/industry Ensure that your employee NDA’s include client 6 - If no business benefit information (identities, names, addresses, etc.) within the definition of “confidential Create and implement a Social Media Strategy information.” Form a Social Media steering committee Add a social media section to non-compete clauses and NDAs that clearly addresses use of Establish robust and proven governance social media Where appropriate prevent access Carefully periodically review the various use, Consider the impact of personal use privacy, copyright and other policies Develop Architecture of Participation
    • Questions Contact the presenter: markh@acceptablesolutions.co.uk