Privacy isn’t just about policies; it’s about people making choices every day. This week, we’ll introduce you to "People-First Privacy"—an approach that views privacy as a shared commitment, putting your people, not just policies, at the centre of data protection.

Why people matter more than policies

A policy can guide behaviour, and tools can catch certain issues, but only people can truly bring privacy to life. A privacy-conscious culture turns data protection into a shared responsibility, where everyone is invested. Without insight into your team’s current attitudes and behaviours, even the best policies risk falling flat. This is where "People-First Privacy" steps in.

Understanding behaviours and attitudes

To start building a privacy-centric culture, begin by understanding where your team stands on privacy. This goes beyond compliance checklists and instead captures privacy’s role in the day-to-day. For example, how aware is each person of privacy concerns? Do they see privacy as essential or just another rule? Answering these questions helps build a realistic picture of attitudes across your team.

Use surveys, discussions, or feedback sessions to measure attitudes. This approach isn’t about finding faults but rather where there’s room for growth.

Identifying gaps

Embedding privacy within your culture means identifying any knowledge or perception gaps. Are there parts of your organisation where privacy is less of a priority? Recognising these gaps allows you to create more relevant, effective strategies.

For instance, some employees may lack knowledge about data handling, while others may view privacy as a blocker to productivity. Both insights reveal exactly where training should focus.

Tailoring training to real needs

Generic training doesn’t cut it. Training must address actual needs and speak directly to issues your team faces. Based on the gaps you’ve found, create training that’s specific and relevant. For instance, if awareness is lacking, focus on building knowledge and discussing privacy’s broader impact on individuals and the organisation.

Customised training can take various forms. Interactive workshops, real-life scenarios, and discussions are often the most effective ways to engage staff. Involving employees in these discussions makes training more meaningful and leads to greater commitment.

Supporting ongoing learning

Building a privacy culture is a continuous journey, not a single training event. After your tailored training, it’s essential to provide ongoing support. Ensure that resources are available and consider holding refresher sessions or offering open communication channels for privacy questions. This makes privacy part of daily routines, not just a box to tick.

Provide ongoing support through access to resources, mentorship, or feedback channels. When employees know they have support, they’re more likely to adopt privacy-conscious practices as second nature.

Measuring progress and benchmarking

Regular benchmarking helps you understand how far you’ve come in building a privacy-centric culture. By re-assessing behaviours and attitudes after training, you’ll know what’s working and what needs tweaking. You can measure progress with periodic surveys, feedback, or observing changes over time.

Look for indicators like improved awareness of privacy practices, fewer risky behaviours, or more employees raising privacy concerns. Tracking these shows your privacy culture’s growth and guides you on where to focus next.

Recognising the psychological side of privacy

Privacy is as much about psychology as it is about policy. People’s behaviours and attitudes are shaped by various influences, like perception, belief, and motivation. While there’s no need to become a psychologist, being aware of these influences helps you craft messages and training that resonate.

For example, if people see privacy as unrelated to their role, they’re less likely to engage. Address this with real-life examples to illustrate why privacy matters across every part of the organisation.

Fostering a culture where privacy is shared

When privacy is everyone’s responsibility, safeguarding data becomes a shared value. This means shifting from enforcing rules to nurturing ownership of privacy. Employees should feel that protecting data is not just an organisational requirement but part of their individual role.

Encourage this by recognising privacy-positive behaviours, promoting transparency around privacy measures, and leading by example. Building a culture of privacy is a collective effort, with each team member contributing.

Conclusion

People-First Privacy isn’t a quick fix or a simple solution. It’s a long-term commitment to understanding and supporting the people behind the policies. By measuring behaviours, identifying gaps, and providing relevant training, you lay the groundwork for a robust privacy culture. With continuous support and regular measurement, privacy can become an ingrained part of daily work.

Policies and tools are vital, but it’s the people who make privacy come alive. Investing in your team builds a strong, resilient culture that protects data and trust.