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simple and low-cost best practices that all
businesses should implement, regardless
of size."
To help Canadian businesses feel confident
that their sensitive information on
electronic devices is protected, Shred-it
offers five simple and low-cost guidelines
that businesses of all sizes can follow:
1. Regularly clean out storage facilities
and avoid stockpiling unused hard
drives.
2. Destroy all unused hard drives using
a third-party provider that has a
secure chain of custody to help give
you peace of mind and ensure your
data is kept out of the hands of
fraudsters.
3. Manage mobile devices by requiring
that devices be signed out whenever
they are taken out of the office. Put
additional privacy safeguards in place
such as requiring an authentication
to unlock a device and teaching
employees to never leave equipment
unattended.
4. Encrypt all electronic devices to make
digital information unreadable. If
lost or stolen, encryption will help
protect the confidential information
stored on the device and mitigate any
compromising activity.
5. Use password management tactics
including multi-factor authentication,
a password manager for generating
and storing passwords, and a log-in
abuse detection system.
In an age when businesses rely on digital
media, good policies governing electronic
devices are critical to protect a business
from data breaches and ensure that both
the business and its customers feel confident
that they are protected.
HOW TRANSPARENT SHOULD
COMPENSATION BE?
Should professionals' pay be public knowledge?
Employers in the advertising and
marketing fields don't think so, according
to new research from The Creative Group.
More than eight in 10 creative executives
interviewed said their organization
refrains from publicizing employees' compensation.
Of those respondents, 61 per
cent feel pay transparency would decrease
staff morale.
Is there an upside to embracing an open
salary policy? According to the survey,
the top benefits of sharing compensation
information openly are increasing productivity
and boosting recruitment and
retention. However, more than one-quarter
of executives believe the potential risks
outweigh any rewards.
"Regardless of your company's position
on sharing salary information, offering
competitive compensation is essential for
attracting and retaining skilled creative
professionals," said Deborah Bottineau,
senior regional manager of The Creative
Group. "Managers need to stay on top of
hiring trends and salary benchmarks in
their local markets to ensure they're developing
well rounded offers and keeping top
talent satisfied with their pay, benefits and
perks."
HRPROFESSIONALNOW.CA ❚ JULY 2017 ❚ 11
