78517Reduce Information Security and HR risks created by inappropriate staff behaviour on collaboration platformsClosedCollaborative R&DInnovate UKCOVID-19 has accelerated existing trends to both 'work from home' and 'work anywhere'.The adoption of collaboration platforms has eased the shift to a certain extent, but simultaneously exposed organisations to new threats to information security, HR and regulatory compliance, based on the behaviour of employees, staff and contractors.Few tools are available to tackle this increased level of 'people risk' that extends to fraud or racial and sexual harassment, gender bias or other policy violations.The very large volumes of dynamic and unmoderated content on collaboration platforms mean that without the right tools in place, the shift to WFH and WFA creates a "ticking time bomb" for many organisations. **IT Data risk** Outside of the controlled environment of the office, employees are more likely to lose, accidentally give away data, Intellectual property or open-up security vulnerabilities and ultimately create irreparable damage.For example, credentials may be exchanged in Slack, confidential information shared in public channels, etc. Whilst software and hardware solutions secure the data 'at rest' or 'in-flight', the human risk of a voluntary or accidental leak is left wide open as the employees 'work anywhere' and are in contact with 'anyone'. **Use cases: Insider threats** * Information Security theft and data leak * Intellectual property leak * Sensitive or PI data exchanged * Security breach **HR Risk** Patterns of behaviours that would have been identified in an office could go undetected and hide cases of harassment, fraud, mental health and other HR issues.With COVID, groups of individuals react differently from the transition to working outside the office and some suffer from mental health issues or simply struggle with remote working away from the day to day contact with colleagues.This will also address core issues of diversity, equality and inclusion in a remote virtual environment. **Use cases: Undesired behaviours** * Harassment, discrimination, bullying * Impact on equality, inclusion and diversity-identification of sexist and racist hate speech, relevant with MeToo and Black Lives Matter mouvements. Technology can give employees an equal footing in conversations. * Undesired behaviours and toxic language, intentional or unintentional (non verbal cues) * Compliance with industry regulations (e.g., anti-bribery, collusion, etc.) * Trend analysis reflecting morale and cultural changes in virtual workplaces **Innovation** Although solutions exist to protect organisations lie Data Loss Prevention or to monitor conversations for compliance, they are restricted to basic keyword matching or message level rules, usually operate "on the edge" message by message and do not consider patterns of behaviours that underpin the broader issues. Consequently, the characteristics of harassment, bullying or other behaviours that would have been picked up by colleagues in an office would go unnoticed on a collaboration platform.In a similar way, abnormal patterns of activity would fail to be correlated to a confidential company event, new product launch, IP disclosure. The proposed solution focuses on analysis of behaviours through collaboration platforms such as Slack and MS Teams to proactively detect abnormal behaviours, deviations from baseline and trends.It is based on AI models trained to recognise patterns of behaviour and text analytics designed to identify PI, entities, sentiment, toxicity, emotion, etc.