Technology vs. experience: the changing workforce

Agencies must adapt security procedures to blend with new ideas about security, privacy and technology

According to the Office of Personnel Management, nearly half of the federal government workforce is eligible to retire within the next five years.  As agencies prepare for this transition, it is important to understand how the traditional approaches to information security and privacy differ from the perspective of the next generation entering the workforce, those who ultimately will assume leadership roles in the years to come.

The key will be determining the best use of institutional knowledge and experience to complement evolving missions, technology and workforce demographics to ensure that critical infrastructure and information are adequately protected.

With the advent of the PC, mobile devices and ubiquitous Internet, the methods of knowledge and information exchange are constantly changing and evolving, making it essential for businesses and the federal government to remain up-to-date with the continual technological advances and changing workforce demographics. People of each generation tend to adopt the technology of the time to communicate with peers. While most agencies have successfully adopted e-mail and instant messaging, how many are prepared for the social media and cloud-based platforms that today’s college graduates are accessing through their networks?

Related coverage:

How to get ready for the ‘net generation’

In an increasingly competitive business environment intensified by the state of the economy, agencies are hiring less experienced workers right out of school instead of more experienced professionals. This trend will likely increase over the next several years, as a considerable number of federal employees will be retiring, transitioning to part-time status, or otherwise shifting their employment. By 2015, an estimated 48 percent of all federal employees will be eligible to retire and, given the current fiscal realities of the federal pay freeze, there may be additional incentive to do so.

To help mitigate the challenges of retiring workers and their subsequent replacements, it is imperative for organizations to invest time and resources into capturing and transferring knowledge to the next generation. Baby Boomers and Generation Xers have witnessed an unprecedented rise of technology and social changes in the workplace.  However, their counterparts, just entering the workforce, have grown up with the technology and are not familiar with a physical workplace, let alone a world where their favorite technologies or services do not exist.

Therefore, in addition to knowledge transfer, it will be equally important to prepare for the changes that come with workforce transition. 

Graduates now entering the workforce hold different notions of security and privacy than their predecessors. Their worldview of technology is often dramatically different than those of senior management, which often causes the two worlds to collide. 

In many cases, most of these new employees have relied on social media, smart phones and cloud based e-mail platforms for their survival in school. Every facet of their financial, social and early professional lives is intimately woven into the Web. For example, according to IT services provider Telindus in its 2008 survey, 39 percent of 18- to 24-year-olds would consider leaving their jobs if a social media ban were imposed.

Yet, social media sites pose unique challenges for the enterprise. In addition to lost time and productivity, these sites are constantly in the news for their users being targeted with phishing scams and malware. This generation’s reliance on social media and emerging platforms makes them more likely to bring these tools with them to work, potentially adding significant risk to the enterprise. 

Another consideration is that certain technologies in the workplace are often not given to new hires. For instance, BlackBerrys and other smart phones have traditionally been reserved for management or mission-critical employees. However, these new employees often own and carry phones a generation or two more sophisticated than the standard enterprise offering. These phones link their personal e-mail, social networks, online calendars and a host of messaging capabilities.

Given the freedom and productivity afforded them in their personal lives, it is likely that work material could be forwarded to personal e-mail or embedded in personal calendars. Should these phones be lost or compromised, what are the chances that organizational data could be exposed? In the future, this problem will be compounded as more and more consumer devices, such as tablet PCs, enter the workplace through new employees and early adopters.

Given these realities, organizations must do several things to protect their critical infrastructure and sensitive information.

First, they must adapt their security training to emerging technology and services that are making their way into the enterprise. More experienced employees can lead the way by conveying the risk associated with these nascent technologies and by working with new employees to discover new trends. 

Additionally, the organization can create policies to address appropriate use of these tools and, if necessary, employ technical blocks through Web filtering or data-loss prevention tools.

Alternatively, organizations can adapt to the changing technology by developing creative ways to secure these resources.

As these tools gain popularity in the consumer marketplace, enterprise management solutions for them are developing as well. Ultimately, with these emerging trends in retirement, attrition and technology, it will be imperative for agencies to develop strong technical training and succession plans in the years to come.


About the Author

Members of the (ISC)2 U.S. Government Advisory Council Executive Writers Bureau include federal IT security experts from government and industry. For a full list of Bureau members, visit

inside gcn

  • security in the cloud (ShutterStock image)

    Cloud security is the agency’s responsibility

Reader Comments

Wed, Feb 2, 2011

Why don't they do what our management does here? When you get over 15 years in, they show you the door and don't bother to train any replacement. The replacement who gets hired is just expected to hit the ground running. This practice does eliminate alot of work...if no one ever complains, maybe it was not a needed task.

Tue, Feb 1, 2011

I think it was Asimov (or maybe it was one of the other golden age big names) did an excellent sci-fi story several decades ago, about a detective trying to solve a murder on a planet where people only communicated via viewscreens, and their total inability to handle face-to-face interaction.

Mon, Jan 31, 2011

Practices widespread in university today, such as using social media to solve problems and get work done (a common reason given by younger employees as to why social media bans are bad), will cause problems for those who rely heavily on them. When employee of company X asks college buddy at company Y for help, there will be an exchange of information, which can be a data breach.

Mon, Jan 31, 2011 COLUMBUS

Kids today have no concept of what security means. I have heard LIMS here talking about work outside on the phone and just about everywhere. Government will not be able to keep control of the new generation unless they stop bringing them in at higher grades and make them actually earn them. That is the problem with this generation they have been given everything and have not had to work for anything. And now the government is doing the same thing. There will be no security if the government does not stop it's hiring practice especially the LIM program.

Mon, Jan 31, 2011

Just because a technology is new, doesn't mean that it should be implemented. Kids that are unaware of the impact of information exposed on the internet who reveal personal and competitive sensitive business information should be gently and immediately shown the door. Countless hours of wasted time updating Facebook entries need to be suppressed. Face to face dialogue is still a critical human skill that will never be eliminated much to the surprise of the young cellphone introverts.

Please post your comments here. Comments are moderated, so they may not appear immediately after submitting. We will not post comments that we consider abusive or off-topic.

Please type the letters/numbers you see above

More from 1105 Public Sector Media Group