Keynote address by Dr. Michael N. Bazigos to CHROs at annual HRPS CHRO Summit in Las Vegas, NV. (June, 2019)

1. TRUST, DATA AND VALUE IN THE
DIGITAL WORKPLACE
PUTTING TRUST
TO WORK MICHAEL BAZIGOS, PHD
GLOBAL SENIOR PARTNER

2. NEW METHODS TO COLLECT AND MINE
PEOPLE DATA ARE PROLIFERATING
OLD METHOD NEW METHOD
Dai, H., Milkman, K. L., Hofmann, D., & Staats, B. (2015). The Impact of Time at Work and Time off from Work on Rule Compliance: The Case of Hand Hygiene in Healthcare. Journal of Applied
Psychology, 100 (3), 846-862. http://dx.doi.org/10.1037%2Fa0038067 This paper is posted at ScholarlyCommons. http://repository.upenn.edu/fnce_papers/59
NEW INSIGHT
35
40
45
COMPLIANCE
%
<=1 3 6 9 12
ELAPSED HOURS ON SHIFT
30

3. EMPLOYEES ARE CONCERNED ABOUT THE USE
OF DATA IN THE WORKPLACE
64% 61% 59% 55% 55% 50%
3 DECODING ORGANIZATIONALDNA
DATA
MISUSE CYBER-
ATTACK
PUNISH-
MENT
LESS
HUMAN
AT WORK
SPYING
BIAS

4. 43%
of workers would
strongly resist their
organization collecting
new sources of data
on them and their
work. 52% think it will
damage trust.
EMPLOYERS CAN USE WORKFORCE
DATA BUT SHOULD THEY?
of workers are open
to the collection of
data on them and their
work if it improves
their performance,
wellbeing or provides
other personal
benefits.
And yet 92%
of workers would refuse
to give permission for
technology to collect
data about them if their
organization doesn’t
have strong measures
for responsibility.
But 62%
AND WHEN?
DECODING ORGANIZATIONALDNA

5. THE RISKS GO
BOTH WAYS
of business leaders say
that employee concerns
are holding them back
from investing in
technologies that collect
workforce data.
31%
are investing anyway
and figuring out how
to do so responsibly
as issues arise.
But 32%
Only 30%
of business leaders
are very confident that
they are using
workforce data in a
highly responsible way.
DECODING ORGANIZATIONALDNA

6. THE VALUE AT STAKE: 12.5% OF FUTURE REVENUES
.
DECODING ORGANIZATIONALDNA

7. 15 DECODING ORGANIZATIONALDNA
GIVECONTROL.
GAINTRUST.
DECODING ORGANIZATIONALDNA

8. Co-own Datawith
Employees
Decide whether to
let employees own
and share some of
their data
Evaluate risks and
benefits of data
sharing and
ownership
Give to Get
Design in benefits
for employees
Secure consent
Put data
management tools
in employees’
hands
Protect Privacy
Co-create fair
privacy guidelines
with employees
Embrace auto-
analytics
Aggregate and
anonymize data
GIVE CONTROL. GAIN
TRUST. NEXT STEPS
DECODING ORGANIZATIONALDNA

9. SHARE
RESPONSIBILITY
.
SHARE BENEFITS.
DECODING ORGANIZATIONALDNA

10. Create aSystem of Checks and
Balances
Make one C-level executive
accountable, supported by an
executive coalition
Enlist the board of directors
Create an ethics review board
Co-create Systemswith
Employees
Co-create data and AI initiatives with
employees
Build in employee feedback loops
with opportunities to voice concerns
Shift from STEM skills to HEAT skills
when building solutions
1
0
D
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C
O
D
I
N
G
O
R
G
A
N
I
Z
A
T
I
O
N
A
L
D
N
A
SHARE RESPONSIBILITY. SHARE BENEFITS.
NEXT STEPS:
DECODING ORGANIZATIONALDNA

11. Copyright 2019 Accenture. All rights reserved.
HIGHEST IMPORTANCE SKILLSETS NOW
– ALL HAVE TRENDED UP SINCE 2004
COMPLEX
REASONING
SOCIAL-
EMOTIONAL
INTELLIGENCE
SENSORY
PERCEPTION
CREATIVITY
SCIENCE & ENGINEERING
ANALYTICAL
SUBJECT EXPERTISE
MANAGEMENT & LEADERSHIP MAINTAINING TECH
EQUIPMENT
OPERATING
MACHINES
‘HEAT’ IS THE NEW ‘STEM’ IN 2019
EMPATHY & SUPPORT
DECODING ORGANIZATIONALDNA

12. DECODING ORGANIZATIONALDNA

13. “READ MORE ABOUT COMMON PHOTO
PROBLEMS AND HOW TO RESOLVE THEM”

14. GOT BIAS IN YOUR POCKET?
DECODING ORGANIZATIONALDNA

15. GOT BIAS IN YOUR POCKET?
DECODING ORGANIZATIONALDNA

16. GrowPeople.
Don’tPenalize
Them.
Track people to
improve performance
Use data to unleash
employees’ full
potential, not just their
productivity
Everywhere.
Apply technology
to identify bias
Use AI to assess
talent without bias
Open
Opportunities.
Don’tConstrain
Them.
Use technology to
open new career
opportunities
Use data to
recognize the whole
person
ELEVATE PEOPLE. USE TECHNOLOGY
RESPONSIBLY. NEXT STEPS:
ReduceBias—
Copyright 2019 Accenture. All rights reserved.

17. THANK YOU!
MICHAEL BAZIGOS, PHD
Senior Partner, Accenture Strategy
Michael.Bazigos@accenture.com
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