This guide series is for people professionals who want to drive forward the responsible use of technology in organisations. The guides provide an overview of the key uses of technology in the field, common benefits and risks of using technology, and guiding principles to equip people professionals with the knowledge, skills and confidence to lead organisations in using technology responsibly.  

Titles in the series so far are:

Recruitment and workforce planning    
Using technology responsibly in recruitment and workforce planning 

Managing employee performance
Using technology responsibly to manage employee performance

Future titles to look out for are:

Supporting employee wellbeing    
Using technology responsibly to support employee wellbeing

Employee voice
Using technology responsibly to enhance opportunities for employee voice 

Learning and development    
Using technology responsibly to deliver learning and development solutions

Supporting inclusion and diversity    
Using technology responsibly to support inclusion and diversity

We have identified nine guiding principles through an evidence review and expert insights that underpin the responsible use of technology. Context-specific considerations are shared in each of the guides. The principles are:

1. Be clear on what problem you are trying to solve with technology  
2. Ensure the right people are involved in key aspects of decision-making
3. Consider how the technology will impact jobs and the way things are done
4. Consult with employees to identify unforeseen risks and gain buy-in
5. Plan and monitor for equality, diversity and inclusion
6. Scrutinise products before procurement to understand how technical functions work and what ongoing management is available
7. Ensure data security and other compliance practices consider people principles
8. Communicate how technology is used to employees
9. Embed good people management practices to facilitate an open and responsible culture 

A five-step approach was used. This approach drew on evidence-based practice and co-design to ensure that a broad range of professional expertise informed the development of the series.

Step 1: Rapid evidence assessment 
A rapid review of the evidence drawing on practitioner and academic sources was conducted. Following an initial scoping of the literature in the field, the following search strategy was used: Business Source Premier, Psychinfo, ProQuest were searched using the search string (tech* or digital*) and (responsibl* or ethic* or safe* or respect* or fair*) and (employ* or org* or work* or human resource* or HRM) and (wellbeing or well-being or recruit* or select* or perform* or learning or training or inclusion or diversity or voice). Search parameters included full text, peer reviewed articles from January 2018 onward to capture research conducted in the last five years. 98 papers were reviewed at abstract sift, of which 24 were included in our final review. 22 research reports were retrieved for review following targeted searches of research libraries from a from an agreed list of research institutions and professional bodies. 

Step 2: Stakeholder consultation 
Three roundtables were held with key stakeholders, drawing on expertise from academic, technology, people management and legal professionals. A stakeholder list was developed in collaboration with the CIPD project team and a call for participation was also circulated via social channels to ensure an inclusive and comprehensive approach. Three stakeholder interviews were also conducted. In total, x stakeholders contributed. A semi- structured discussion framework aimed to:
•    identify common technologies used in organisations
•    what conversations are being had around responsible use and by whom
•    what the facilitators and barriers are to responsible use of technology.  
Stakeholders also provided recommendations of evidence and resources of relevance to the development of the guides. 

Step 3: Synthesis and developing the guidance including integration of preliminary CIPD feedback
Data from the evidence review and consultation was synthesised to identify key themes. Common issues that warranted inclusion across the series, as well as discrete themes and recommendations for use of technology in specific contexts, were considered. Using best practice guidance design principles (eg. AGREE) the framework for the guidance was developed and shared with the CIPD project team and stakeholders. Following agreement of the overarching headings, the first guide in the series was developed. 

Step 4: Stakeholder consultation 
The guidance was shared with key members of the stakeholder group, selected for their topic expertise. 

Step 5: Integration of stakeholder feedback and finalisation of guidance
Feedback from stakeholders group was integrated into the final guides before publication. 

This guide has been developed in collaboration with Affinity Health at Work. We would like to thank the organisations and experts who gave their time and expertise to share insights and provide feedback to help inform this guide:

Aggie Mutuma, CEO and D&I and Racial Equity Strategist, Mahogany Inclusion Partners 
Susannah Cherry, Employee Engagement Manager, Siemens Managed Applications & Services
Vincent Bryce, HR Project Manager, University of Nottingham
Katy Welsh, Principal Occupational Psychologist, Civil Service
Jill Bottomley, Director, HR Dept
Tania Lennon, Executive Director, Strategic Talent, IMD 
Michelle Parry-Slater, L&D Director, Kairos Modern Learning