This is the final installment of our three-part series on
Technology & Privacy Law in the Workplace. In this post, we
explore Diversity, Equity, and Inclusion ("DEI")
initiatives and the potential privacy risks associated with
collecting and using employee data.
The commitment to initiatives addressing the equal and inclusive
representation of employees in the workplace has continued to grow
since 2020 and includes approaches such as countering systemic
discrimination, reducing barriers, addressing talent acquisition or
employee retention concerns, and managing legal risks.
Often, DEI initiatives start with the collection of employee
data. Any time an employer is dealing with employee personal
information, they must take into consideration privacy legislation
that governs the collection, use and disclosure of such
information. In BC, there is legislation that governs the private
sector, the Personal Information and Privacy Act
("PIPA"), as well as the public
