The Dark Side of Data Collection: Unveiling the Potential Misuse of Personal Information. Further Education Workforce Data Collection
Patrick Tucker MSc CMgr
Owner and Non-Executive Director of various organisations
In an era dominated by technology, the collection of personal characteristics data has become ubiquitous, providing a treasure trove of information for various entities. From businesses to governments, the desire to understand and categorize individuals based on personal traits has grown exponentially. While the intentions behind such data collection may often be benign, the potential for misuse raises significant concerns about privacy, discrimination, and societal implications.
With that in-mind I delve into the further education workforce data collection, with a specific focus on the independent training providers in the sector, and try to form a justified reason as to why the collection of so much personal data.
The Education & Skills Funding Agency (ESFA) inform it is for:
“The FE and skills sector in England will use the FE Workforce Data Collection to collect data about staff and recruitment in the sector. This will bring our knowledge of the workforce in FE on a par with that of schools and higher education. The workforce collection will include demographic and personal characteristics, such as ethnicity and disability data, which will enable us to plan better and understand the impact of our policies on diversity in FE staffing and leadership. It will support the delivery of technical education reforms crucial to individual and national prosperity and be used to plan, implement and evaluate FE workforce policy. In addition, it will provide the ability to assess and analyse the capacity of the FE workforce and generate valuable outputs for providers for planning, analysis, bench marking and skills gaps.”
And not forgetting non ESFA funded provision where the ESFA inform – “Include staff members who contribute to or support both non ESFA and ESFA funded education or training, even if the staff member spends most of their time providing education or training that is a non ESFA funded provision.”
Personal characteristics data encompasses a wide range of information, including but not limited to age, gender, ethnicity, religious beliefs, sexual orientation, and even genetic makeup. This wealth of information, when mishandled, can lead to a myriad of issues, beginning with the erosion of personal privacy. As individuals share more aspects of their lives online and offline, the risk of this data falling into the wrong hands increases, potentially resulting in identity theft, stalking, or other forms of cybercrime.
One of the most significant concerns surrounding the collection of personal characteristics data is the potential for discriminatory practices. When organisations rely on demographic information to make decisions about individuals, there is a risk of perpetuating biases and reinforcing stereotypes. For example, in employment or lending processes, using personal characteristics data without careful consideration can lead to discriminatory practices, hindering diversity and fostering inequality.
The misuse of personal characteristics data also extends into the realm of targeted advertising. While targeted ads can be convenient and more relevant to consumers, they can also be intrusive and manipulative. Excessive profiling based on personal characteristics may result in the exploitation of vulnerabilities, influencing individuals in ways that may not align with their best interests. In some cases, this targeted advertising can lead to the creation of filter bubbles, isolating individuals within echo chambers and limiting their exposure to diverse perspectives.
An area within the FE workforce data collection that interests me is the field of annual salary – the ESFA inform “For comparison with other sectors e.g. HE and schools. Reviewing increases in senior pay compared to other staff. Understand how pay may relate to recruitment and retention or movement within the sector”.
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But why? As an example, if a provider only does 15% funded provision, why is it required. Irrespective of the ratio of funded provision I can’t see how much a Limited / PLC company pays their staff has any reflection on schools, HE and the college environment. And we mustn’t forget the statement regarding non ESFA funded provision. Is there a line that shouldn’t be crossed and where is that line?
Interestingly apprenticeship employer providers (on the APAR as Employer Providers) do not have to submit any data, yet a levy employer who is on the register as a Main Provider but currently only delivering to their own staff (main providers delivering to their own staff must follow the specific rule for employer-providers) has to submit to the FE workforce data collection.
To me one of the primary risks lies in the compromise of privacy and why does the ESFA require all information. As organisations (ESFA in this case) gather vast amounts of personal data, there is a looming threat to individual privacy. Unauthorised access or data breaches can expose sensitive information, leaving individuals vulnerable to identity theft, financial fraud, and other malicious activities. The more extensive the data collection, the higher the stakes for potential misuse.
Governments and executive agencies (ESFA), with access to vast pools of personal information, also pose potential threats. Surveillance programmes and mass data collection initiatives have raised concerns about the erosion of civil liberties and the potential for abuse of power. The misuse of personal data for political purposes or social control can have far-reaching implications for democratic societies, compromising the very foundations of freedom and individual autonomy.
In conclusion, while data collection undoubtedly offers numerous benefits, the potential for misuse cannot be ignored. Safeguarding personal information, implementing robust security measures, and advocating for transparent data practices are essential steps in addressing the dark side of data collection and preserving individual privacy and societal values.
A few questions to reflect on and to ask yourselves internally:
In your organisational policies does it inform that only one or just a few people are allowed to see all data (including salary), are the staff collecting this data the same people as in your policies? How does this affect the collection?
Patrick Tucker