This document discusses how organizations can democratize people data by taking a more transparent approach. It argues that as the nature of data changes in the knowledge economy, views on people data like payroll and performance reviews should also change. Rather than over-controlling data, organizations should smartly control and distribute it. Transparency can empower employees and help organizations operate authentically by reflecting their true reality. The conclusion advocates for cultivating a culture of transparency, broadening what is considered people data, ensuring data practices align with values, and determining where more transparency is possible.

1. Letting Your People Data Free:
Democratizing Your Data

2. Total Cumulative
Data Generated

3. Organizational
Data Explosion

4. Knowledge Economy
is Changing
the Nature of Data

5. Changing View
on People Data
Payroll, HRIS, Performance Reviews]

6. Changing View
on People Data
Payroll, HRIS, Performance Reviews
Email, Messaging, Interactions
Documents, Transactional Data
]

7. Data Practices
Amount of Data
Type of Data
Distributed Data
Control of Data

8. Distributed

9. Smartly Controlled,
Not Over-controlled

10. Jacob Morgan’s
“The Future of Work”
Past Future

11. Transparency
=
Empowerment
Democracies
Authoritarian
Regimes
Open Knowledge Foundation’s Open Data Index

12. Transparency in
Business Practices
Supply Chain
Relationships
(“Footprint Chronicles”)
Manufacturing Conditions
GMO ingredients

13. Transparency
in HR Practices
Salary Data
Diversity Reporting
Task-level Accountability

14. Cloverleaf
Example

15. View of People
& Trust

16. Organizational
Trust

17. Transparency Leads
to Authenticity

18. Data is the Mirror that
Reflects Your Reality

19. Not Good or Bad -
Transparency Allows
you to be Authentic

20. InConclusion
1. A Culture that Values Transparency is Key
2. Broaden Your View of What Constitutes People Data
3. Data Practices are a Reflection of Organizational
Values
4. Determine Areas You Can Become More Transparent