{"id":6838,"date":"2019-01-28T15:07:18","date_gmt":"2019-01-28T15:07:18","guid":{"rendered":"https:\/\/dataethics.eu\/?p=6838"},"modified":"2019-01-28T15:07:18","modified_gmt":"2019-01-28T15:07:18","slug":"activity-tracking-in-the-workplace-dos-and-donts","status":"publish","type":"post","link":"https:\/\/dataethics.eu\/da\/activity-tracking-in-the-workplace-dos-and-donts\/","title":{"rendered":"Activity Tracking in the Workplace: Do\u2019s and Don\u2019ts"},"content":{"rendered":"

Activity tracking technologies, also known as wearables, are technologies that track your every step, pulse, pace, active minutes and even sleep. Data from these devices are not only used for good but can be misused to learn about individual health conditions, and critics have asserted that data leakage is, at this point, almost inevitable<\/a>.<\/strong><\/p>\n

Despite the risks of data abuse companies are increasingly introducing activity tracking to their employees, hoping they can motivate their workers to become more active. The idea is that more active employees are more productive and have fewer sick days.<\/p>\n

In my PhD dissertation I conducted research in this area, particularly looking at ethical dilemmas and employees\u2019 experiences of increased health tracking. It is clear that companies should consider a wide range of factors before introducing activity tracking in the workplace. Based on my research I have created a list of do’s and dont’s that all companies should consider before implementing activity tracking as part of their workplace health and wellness initiatives.<\/p>\n

(Please note: The list does not take labor- and employment law considerations into account. As an example, it may very well be required to discuss introduction of wearables with Work Councils, health- and safety organizations or similar.)<\/em><\/p>\n

Do<\/strong>\u2019s <\/strong><\/p>\n