Cybersecurity Expert

Written by Katie Barnett, Director of Cyber Security at Toro Solutions Insider risk is still often framed around intent, with the focus placed on malicious employees, disgruntled contractors, or deliberate misuse of access for personal gain. Those cases exist and they matter, but they are rarely where risk first begins, and they do not reflect how most insider-related incidents actually develop. In reality, many cases take shape slowly and quietly. They are shaped by pressure, fatigue, disengagement, coercion, manipulation or personal strain rather than hostility. The behaviour that later causes harm is often preceded by long periods of stress, isolation, being influenced or unresolved workplace issues. By the time someone is formally labelled an insider threat,the opportunity for early, proportionate support has usually passed, and the organisation is left with far fewer options. This is why treating insider risk purely as a disciplinary or compliance issue consistently falls short. ...

The COVID-19 pandemic has forced businesses across all industries to revise their working processes and requirements. From shifting overnight to a remote working model, furloughing staff and operating in a challenging economic climate, many businesses were unprepared for these transitions. However, these changes highlight the important role of Human Resource departments in communicating, supporting and responding to the necessary adjustments and helping employees through the process.  HR's role in enforcing a strong cyber aware culture in the new normal As HR departments rethink and reconsider how they foster talent and strengthen their organisations, front and centre to that shift needs to be IT security, underpinned by digital tools and a cyber-aware culture. With a 31% increase in cyberattacks during the height of the pandemic, reinforcing cybersecurity should be at the top of HR’s agenda. Andrea Babbs, UK General Manager, VIPRE SafeSend , discusses what this new way of working...