Data is indispensable to the HR function. Employers collect and process worker information that is essential for issuing paychecks, administering benefits (e.g. health insurance and paid leave) and withholding taxes.

Advances in artificial intelligence, analytics, and other HR tech have created value for both employers and employees, while holding great potential in areas such as inclusion and diversity.

Meanwhile, the need for comprehensive consumer privacy reform has never been more apparent. As states and the federal government consider consumer privacy legislation, recognizing the distinctions between the consumer and employment contexts is vital. HR Policy members are committed to the security and privacy of their workers' data. Rights appropriate for the consumer context would, in the employment context, produce negative unintended consequences outweighing the benefits.

HR Policy supports the recognition of this important distinction in comprehensive consumer data efforts.

In addition, the Association recognizes that new human resources technologies merit careful consideration of their shortcomings to ensure their implementation achieves responsible and effective results. Care must be taken, however, to enact regulation that inadvertently slows the progress possible through the use of new technologies—particularly in the areas of diversity and inclusion, where the elimination of bias, both conscious and unconscious, calls for new approaches and solutions.

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