Marie-Claire Dwek, CEO, Newmark Security believes handling security correctly makes for a fairer workplace.
For years, workplace security has been treated as a back-office issue – keycards, PIN codes and sign-in sheets quietly doing their job in the background. Yet these familiar tools have long influenced how we manage people, time and trust. They’ve also created hidden challenges for HR teams responsible for fairness, compliance and employee experience.
It’s time to view security differently – not as a barrier, but as a partner that helps HR protect people and strengthen workplace culture. Artificial intelligence (AI) and biometrics are transforming human capital management. While some worry that this feels like “Big Brother,” I see it as “Little Brother” – a supportive guardian that ensures people are who they say they are, safeguards sensitive data and promotes fairness across the workforce. This isn’t just about new technology; it’s about building a culture of trust.
More problems than solutions
Many HR teams still rely on keycards and PIN codes to track attendance, manage access and process payroll. But these outdated systems often create more problems than they solve. When cards are lost, shared or “buddy punched,” businesses lose both money and trust. Time fraud alone costs organisations up to 7% of payroll each year – funds that could otherwise support wellbeing initiatives, development programmes or culture-building activities. Beyond the financial hit, outdated methods expose organisations to risk. A cloned keycard or shared password can compromise not only data but employee safety. For HR, that risk strikes at the core of its mission: protecting people.
No one can borrow time or access privileges, and everyone is recognised for their actual contribution.
Biometric technology, such as facial recognition or fingerprint scanning, links identity directly to the individual, making it nearly impossible for someone to misrepresent themselves. For HR, this creates a foundation of fairness and accuracy. No one can borrow time or access privileges, and everyone is recognised for their actual contribution. Payroll accuracy improves, compliance is simplified and administration is reduced. In this way, security becomes an enabler – helping HR ensure consistency and fairness for all.
Of course, trust remains essential. Employees need to understand how their personal data is used and protected. Biometric systems don’t store images; they store encrypted mathematical patterns that can’t be reverse-engineered into photos. Combined with transparent communication and clear consent processes, biometrics becomes a tool for protection, not surveillance. When HR leads open conversations about how and why the technology is used, scepticism turns into confidence. People feel reassured that their information is safe and that fairness is the goal.
AI at the edge
AI is taking biometrics and HR technology even further. At the hardware level, ‘AI at the edge’ allows devices to process data locally, so systems continue to operate securely even if connectivity is lost. On the software side, AI can analyse large volumes of HCM data to uncover insights in real time. Imagine asking your HR system natural-language questions like “Which departments have the highest overtime?” or “Where are we seeing attendance anomalies?” and getting clear, immediate answers. This reduces administrative burden and frees HR leaders to focus on engagement, development and culture – the work that truly drives organisational success.
At its best, AI-powered biometrics help HR achieve its most fundamental goals: ensuring fairness, maintaining compliance and protecting people. It supports data security regulations, ensures payroll accuracy and strengthens workplace safety – all while reinforcing trust as a shared responsibility between employer and employee. That’s what I mean by ‘Little Brother’. It’s not about control; it’s about care. It gives HR the tools to build workplaces where security and trust go hand in hand.
The future of HR belongs to those who embrace this balance – where people feel protected, processes are fair and technology quietly supports the best of human potential.
