Security threats are often thought of as an external danger, but many failures in data protection may be due to insider threats.
An insider threat is defined as a malicious threat to an organization that comes from people within that organization such as current and former employees, temporary contract workers, or anyone with access to inside information about the organization’s security, data, or operating systems.
As reported by companies to the Ponemon Institute for its 2017 Cost of Data Breach Study, 24% of data breaches were caused by employee or contractor negligence; 24% by system glitches; and 52% by malicious employees and criminals. While unclear what percentage of breaches is directly due to insider threats, it is evident that unhappy employees may pose a risk to the data protection of an organization.
Some reasons an employee may act maliciously in this way are listed below:
Bribing from a competitor – While most organizations have clear policies against bribery and corruption, it is important not to dismiss this possibility. Even the most trustworthy and loyal employees can be offered a deal from a competitor they would be hard-pressed to refuse. This could also involve instances of blackmail.
Starting their own business – Stealing or copying data might also be good way to get a head start in starting one’s own company, using it to get ahead by contacting clients to offer services while still employed by their current employer, or using the organization’s data and namesake to appear more credible.
Reacting to perceived injustice – An upset employee may steal, damage, or leak company data in order to enact revenge against the organization for a perceived injustice.
In response to this potential threat, organizations must take care to ensure that employee satisfaction is a priority. Making simple changes can support an employee’s positive outlook on a company, leading to more loyalty and dedication on their part and reducing possible malicious attitudes. A few ways an organization can increase workplace satisfaction are outlined below:
Fostering a positive work environment – A positive work environment is key to employee contentment. When employees feel supported and encouraged, it can boost their overall mood and make an organization’s workplace a place they want to come to, instead of one they may consider leaving or damaging. Give positive feedback often and ensure all criticism is constructive.
Allowing staff to contribute and develop – Employees need to feel included in the overarching mission of the company in order to view their work as important and necessary. By encouraging them to make their own contributions to the organization, staff members will become more invested in the company, leading to increased engagement.
Tracking job satisfaction – Instead of speculating how staff members may feel about your organization, offer anonymous online surveys or ask for feedback to effectively track employee satisfaction and see where the company can be improving.
To conclude, while insider threats are a topic of concern when running an organization, there are steps one can take to ensure solid data protection through the maintenance of workplace satisfaction.
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Esther Chen is currently employed by Gedcor as a Junior Technical Writer. She is pursuing her BFA in Creative Writing at the University of British Columbia.