Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. To download the full report visit: https://financialservices.accenture.com/to-decoding-dna-rp.html

1. Decoding Organizational DNA for Insurance:
Trust, Data and Unlocking Value in the
Digital Workplace
PUTTING TRUST
TO WORK

2. Trust is the Force.
Trust is the currency of the digital
economy. It fuels growth. It underpins
responsible innovation and shared
prosperity.
But amid the uncertain global markets and the
disruption of new technologies, digital trust is
eroding.
As insurers begin to use workforce data at scale,
it’s time to lead a trust turnaround.

3. What is Decoding
Organizational DNA?
New sources of data on work and the workforce—from sources like smart sensors, to
video or voice recordings, wearables and employee applications—can be converted
into insights, decisions or automated actions by applying analytics, artificial
intelligence or human judgment.
This data reveals the DNA of an insurer. It explains how and why the company works
and what makes it tick. It covers work processes, the performance of people and the
way they collaborate with intelligent machines. It can boost innovation, agility,
cybersecurity and employee performance and engagement at a time of great change in
the industry.
As with the human genome, companies must learn to decode it, and then to use it to
the benefit of companies, workers and society as a whole.

4. Insurers Are Using New Sources of
Workforce Data to Unlock Trapped Value
of insurers are using
new technologies and
sources of workplace
data to a large or
significant extent.
66%
of insurance leaders
recognize that new
technologies and
sources of workplace
data can be used to
unlock value that is
currently “trapped” in
the enterprise.
say that the volume of
data on work, the
workforce and the
workplace has
significantly increased
or even exploded in the
last 3 years.
96% 50%
Top three areas where
they expect greatest
value:
productivity and
workforce performance
organizational agility
and speed.
placing the right
people in the right roles

5. of insurance employees say
that recent data scandals make
them concerned that their own
employee data will be misused.
Responsibility is Imperative
When Leveraging Workforce Data
of insurance workers are open to
the collection of data on them and
their work if it improves their
performance or wellbeing, or
provides other personal benefits.
And yet 89%
of insurance workers think
collecting new sources of
data on them and their work
risks damaging trust.
53%61%

6. Some insurers are leaving value on the
table by hesitating in the face of
employee sensitivities; others risk
damaging employee trust by pressing
ahead too swiftly without measures for
responsibility:
The Risks Go
Both Ways
of industry leaders say that employee
concerns are holding them back from
investing in technologies that collect
workforce data.
20%
are investing anyway and figuring
out how to do so responsibly as
issues arise.
32%
Only 27%
of insurance leaders are very
confident that they are using
workforce data in a highly
responsible way.

7. The Value at Stake: 12.3% of Future Revenues
We studied the factors that employees say most influence their level of trust in their organizations and
modeled these to reveal the financial impact of failing to decode organizational DNA responsibly.
If insurers adopt irresponsible
strategies, they risk losing
5.9 percentage points of
future revenue growth.
However, if they adopt
responsible strategies, the
trust dividend could be worth
as much as a 6.4 point boost
to future revenue growth.
The value at stake between
these two opposite situations
adds up to over US$312
billion in global revenues.
The Trapped Value of Trust. Implications for Financial Performance.
$ $ $ $ $ $ $ $ $ $ $ $ $

8. Insurance Leaders Lack Confidence In
Their Current Data Practices
Most are not willing to press forward in these
conditions. Just
32%
“Executives are entering a new era of workforce
data without sufficient tools and strategies to
help them drive growth through stronger digital
trust. But business leaders can take proactive
steps that improve the potential of workers while
achieving new business value. A responsible
approach will strengthen the resilience and
agility of workforces and help CEOs navigate
disruption at a time of intense competition and
volatility.
Eva Sage-Gavin, Senior Managing Director,
Talent & Organization, Accenture
say they are very confident they are using workforce
data in a highly responsible way.
Only 27%
say they would use new technologies and
workplace data as they see fit, without additional
measures for responsibility.
“

9. Three Steps to Build Employee Trust
with Workforce Data
Give Control.
Gain Trust.
Empower people with greater
control of their own data.
By providing individuals the choice
of “giving” data to “get” particular
benefits—and by letting them
manage and even own their own
data—insurers will earn employee
trust and benefit from greater flow
of workforce insights with which
they can improve performance.
Elevate People.
Use Tech
Responsibly.
Use tech in responsible and
creative new ways to fix the
unintended consequences it
creates.
Insurers need to use AI and other
technologies to open more
growth opportunities for
employees and improve fairness
and diversity.
Share
Responsibility.
Share Benefits.
Involve people in the design of
data systems.
Maintaining employee trust
requires sharing responsibility
across the C-suite and even
beyond the organization—as well
as involving employees in the
design of the systems
themselves.

10. GIVE CONTROL.
GAIN TRUST.

11. of employees surveyed want to
own their work-related data and
take it with them when they
leave their jobs—and 64% of
insurance leaders are open to
allowing them to do so.
of insurance workers say
that in return for their
permission to collect
data, employers will have
to give them control over
how it is used.
69%At a time when companies are
using newly available workforce
data to drive greater value,
responsible leadership is the key
to building employee trust. Trust
is the ultimate currency—it’s the
path to innovation and fuels
growth by unlocking people’s
potential.
Ellyn Shook, Chief Leadership and Human
Relations Officer, Accenture
“
61%
of insurance workers don’t want employers to collect data if they
do not keep it private when the expectation was that they would.
Give
to Get
Co-own Data
with Employees
Protect Privacy—Together
70%
“

12. SHARE
RESPONSIBILITY.
SHARE BENEFITS.

13. 38%
plan to do so.
of insurance leaders say a C-level
executive is accountable for the
responsible use of data.
Only 26%
Create Checks
and Balances
Co-create Systems
with People
Just 27%
of insurers co-create workforce data
policies with employees, although …

14. ELEVATE PEOPLE.
USE TECH
RESPONSIBLY.

15. of insurance leaders say using
tech to identify people’s hidden
and adjacent skills would help
them reskill and retain displaced
workers.
Open Opportunities.
Don’t Constrain Them.
Trust has evolved from a
‘soft’ corporate issue to a
quantifiable metric with
bottom line impact on
revenue, EBITDA and,
ultimately, growth through
competitive agility. Today’s
leaders must put employee
and consumer trust at the
heart of their business
strategies with a clear
actionable plan to get it and
to keep it.
Mark Knickrehm, Group Chief Executive,
Accenture Strategy
“
78%
of employees say that having reliable
data gathered by new technologies
will improve fairness in pay,
promotions and appraisal decisions.
Reduce Bias—
Everywhere.
98%
of insurance employees say
that the use of workplace data
will improve their lives and
business performance.
58%
Grow Talent.
Don’t Penalize It.
“

16. Key Contacts
To learn more about how Accenture can help your organization
unlock the power of data, gain trust and elevate your workforce, contact:
Andrew Woolf
Global Lead, Accenture
Financial Services Talent &
Organization
andrew.woolf@accenture.com
Luis Díaz Gutiérrez
Accenture Financial Services Talent
& Organization, Workforce of the
Future Lead
luis.diaz.Gutierrez@accenture.com
Bridie Fanning
Accenture Financial Services Talent &
Organization, North America Lead
bridie.fanning@accenture.com
Download the full report: www.accenture.com/us-en/insights/future-workforce/workforce-data-organizational-dna
Michael Lyman
Senior Managing Director,
Accenture Strategy Insurance
Lead
michael.d.lyman@accenture.com