The authors thank the anonymous reviewers for their valuable and constructive comments as well as for their helpful advice to improve the quality of the article. Our special thanks go to Claudio Kick, whose remarkable efforts in data collection have contributed to the overall success of the research project. Also, we are truly grateful for the excellent comments and critical thinking of Sim Sitkin and Chet Miller from which our paper benefited significantly. We are grateful for the dedicated efforts of Giulia Solinas and the entire editorial team of this special issue enabling such a fruitful exchange of ideas during the review and publication process. Finally, we thank our expert sounding board for the valuable insights as well as the Swiss National Science Foundation (NFP75) for the funding supporting this work.
Data-driven technologies have come to pervade almost every aspect of business life, extending to employee monitoring and algorithmic management. How can employee privacy be protected in the age of datafication? This article surveys the potential and shortcomings of a number of legal and technical solutions to show the advantages of human rights-based approaches in addressing corporate responsibility to respect privacy and strengthen human agency. Based on this notion, we develop a process-oriented model of Privacy Due Diligence to complement existing frameworks for safeguarding employee privacy in an era of Big Data surveillance.
The use of digital technologies for workplace monitoring renders organizational responsibilities murky and opaque. However, clear responsibility for monitoring practices is key for both legal compliance and potential liability, as well as for ethical managerial practice to uphold the respect for human rights, in particular employee privacy. This article argues that responsibility for the use of people analytics tools in the work context should remain primarily with the employer as the operator of AI solutions and should be anchored in strong human oversight. The employer should carry out due diligence regarding the potential adverse impacts arising from workplace monitoring.
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