Summary

This brochure[1] has been produced for employers who wish to update their integrity policy.

More specifically, it focuses on the integrity risks that may arise from the use of digital technologies. A key focus of the brochure is the specific implications of using generative/agentic AI systems.[2]

The brochure outlines what integrity in the digital workplace could look like and offers guidance to organisations on handling specific integrity risks. The brochure uses the Dutch Whistleblowers Authority’s (Huis voor Klokkenluiders) Integrity Infrastructure model to provide tips, points to consider and questions to help cultivate an integrity-based digital workplace.

[1] This brochure is based on previous work by Kristien Verbraeken of the Dutch Whistleblowers Authority. AI expert Jurriaan Raaijmakers from the Ministry of the Interior and Kingdom Relations reviewed this version of the brochure. The Authority appreciates their contribution.

[2] The Dutch Whistleblowers Authority understands generative AI to be an algorithm that creates content, such as text or an image, in response to a prompt. By agentic AI, we mean a system that proactively and autonomously performs complex tasks consisting of several steps.

A summary of the most important tips:[1]

[1] As an experiment, this summary was created using Le Chat AI.

  • Provide clear frameworks and a clear vision for integrity in the digital workplace: communicate clearly which rules and expectations apply to the use of digital technologies, record management’s vision on digital integrity in the integrity policy and include a description of digital conduct with integrity in your organisation’s code of conduct.
  • Establish risk management and compliance frameworks: conduct a risk assessment for the use of digital technologies, focusing on role-specific risks and the impact of AI. Ensure transparency and accountability regarding the use of digital technologies and take account of legislation and regulations such as the AI Act to avoid fines and reputational damage.
  • Minimise AI use in HR processes and, if used, ensure that this is subject to human review and assessment. Review AI-driven decisions and avoid excessive monitoring of employees.
  • Invest in knowledge and expertise by offering AI literacy training. Create an open reporting culture by taking signals seriously. 
  • Evaluate and aim for continuous improvement by using a plan-do-check-act cycle, communicating openly about mistakes and lessons learned and regularly evaluating digital tools for reliability, explainability and fitness for purpose.

How can your organisation apply these five points to strengthen a culture of integrity in the digital workplace? The following chapters provide practical tools to help you apply the points above.