Data Protection and Digital Information (No. 2) Bill (Second sitting)
Debate between Damian Collins and Chi OnwurahWednesday 10th May 2023
(1 year, 6 months ago)
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Chi Onwurah
Q
Harry Weber-Brown: Part 2 of the Bill sets out the trust framework, which was being developed by the then Department for Digital, Culture, Media and Sport and which now comes under the Department for Science, Innovation and Technology. It will give certainty to the marketplace that any firm that wishes to store data—what is commonly known as an identity provider—will have to go through a certification regime. It will have to be certified against a register, which means that as a consumer I will know that I can trust that organisation because it will be following the trust framework and the policies that sit within it. That is critical.
Similarly, if we are setting up schemes with smart data we will need to make sure that the consumer is protected. That will come through in secondary legislation and the devil will be in the detail of the policies underpinning it, in a similar way to open banking and the pensions dashboard.
Further to the previous session, the other thing I would say is that we are talking on behalf of financial services, but parts 2 and 3 of the Bill also refer to other sectors: they apply equally to health, education and so on. If as a consumer I want to take more control of my data, I will want to be able to use it across multiple services and get a much more holistic view not just of my finances, but of my health information and so on.
One area that is particularly developing at the moment is the concept of self-sovereign identity, which enables me as a consumer to control my identity and take the identity provider out of the equation. I do not want to get too technical, but it involves storing my information on a blockchain and sharing my data credentials only when I need to do so—obviously it follows data minimisation. There are evolving schemes that we need to ensure the Bill caters for.
Damian Collins
Q
Keith Rosser: Absolutely. I will give a quick example relating to the Online Safety Bill and hiring, which I am talking about. If you look at people getting work online by applying through job boards or platforms, that is an uncertified, unregulated space. Ofcom recently did research, ahead of the Online Safety Bill, that found that 30% of UK adults have experienced employment scams when applying for work online, which has a major impact on access to and participation in the labour market, for many reasons.
Turning the question the other way around, we can also use that example to show that where we do have uncertified spaces, the risks are huge, and we are seeing the evidence of that. Specifically, yes, I would expect the governance body or the certification regime, or both, to really put a requirement on DVSs to do all the things you said—to have better upstream processes and better technology.
Also, I think there is a big missing space, given that we have been live with this in hiring for eight months, to provide better information to the public. At the moment, if I am a member of the public applying for a job and I need to use my digital identity, there is no information for me to look at, unless the employer—the end user—is providing me with something up front. Many do not, so I go through this process without any information about what I am doing. It is a real missed opportunity so far, but now we can right that to make sure that DVSs are providing at least basic information to the public about what to do, what not to do, what questions to ask and where to get help.
Chi Onwurah
Q
Keith Rosser: Those are several really good questions. I will use an example about location from the other perspective, first of all. At the moment, Home Office policy has not caught up with digital identity, and we are addressing that. There is a real opportunity to right that. It means that one in five work seekers right now cannot use digital identity to get a job, because they do not have an in-date British or Irish passport. If you have a visa or an in-date British or Irish passport, that is fine, but if you are among the one in five people in the country who do not have an in-date passport, you cannot. Those people have to visit the premises of the employer face to face to show their documents, or post their original documents across the UK.
This has really created a second-class work seeker. There are real dangers here, such as that an employer might decide to choose person one because they can hire them a week faster than person two. There is a real issue about this location problem. Digital identity could sever location to allow people more opportunities to work remotely across the UK.
There were really good questions about other information. The Bill has a provision for other data sharing. Again, there is the potential and the opportunity here to make UK hiring the fastest globally by linking other datasets such as HMRC payroll data. Rather than looking at a CV and wondering whether the person really worked in those places, the HMRC data could just confirm that they were employed by those companies.
There is a real opportunity to speed up the verification but, as I want to acknowledge and as you have referred to, there is certainly also a risk. Part of our mission is to make UK hiring fairer, not just faster and safer. I want to caution against going to a degree of artificial intelligence algorithmic-based hiring, where someone is not actually ever in front of a human, whether by Teams video or in person, and a robot is basically assessing their suitability for a job. We have those risks and would have them anyway without this Bill. It is really important as we go forward that we make sure we build in provisions somewhere to ensure that hiring remains a human-on-human activity in some respects, not a completely AI-based process.
Damian Collins
Q
Mary Towers: Yes. Drivers are a good example. People drive a certain distance to pick people up or deliver items. Even when the driving time is exactly the same, people may be paid different rates, because the algorithm will have worked out how long certain groups of people are likely to wait before they accept a gig, for example. I emphasise that, in our view, those sorts of issues are not restricted to the gig economy; they spread way beyond it, into what one might consider to be the far more traditional professions. That is where our red lines are. They relate to transparency, explainability, non-discrimination and, critically, worker and union involvement at each stage of the AI value chain, including in the development of that type of app—you mentioned development. Unless the worker voice is heard at development stage, the likelihood is that worker concerns, needs and interests will not be met by the technology. It is a vital principle to us that there be involvement of workers and unions at each stage of the AI value chain—in development, application and use.
Chi Onwurah
Q
The Minister talked about the need for growth, which has been sadly lacking in our economy for the last 13 years. Obviously, technology can make huge improvements to productivity for those in the workforce. Mr Pakes, as someone whose members are involved in technology, scientific and IT organisations, I wonder whether you would agree with this, which comes from my experience in the diffusion of technology. Is it possible to get the best from technology in an organisation or company without the people who will be using it, or the people on whom it will be used, being an active part of that diffusion of technology, and understanding and participating in its use?
Andrew Pakes: Absolutely. That has always been how productivity has improved or changed, in effect, the shop floor. If you are asking, “What problems are you using technology to solve?”, it may well be a question better asked by the people delivering the product or service than necessarily the vendor selling the software, whether that is old or new technology. I encourage the Committee to look at the strong evidence among our competitors who rate higher, in terms of productivity and innovation, than the UK, where higher levels of automation in the economy are matched by higher levels of worker participation. Unions are the most common form, but often it can be works councils or small businesses in terms of co-design and collaboration. We see that social partnership model of the doers, who identify and solve problems, being the people who do that.
We have good examples. We represent members in the nuclear sector who are involved in fusion, small modular reactors or other technology, where the employer-union relationship is critical to the UK’s intellectual property and the drive to make those successful industries. In the motor industry and other places where the UK has been successful, we can see that that sense of social partnership has been there. We have examples around using AI or the monitoring of conversations or voices. Again, I mentioned GPS tracking, but in safety-critical environments, where our members want to be kept safe, they know that technology can help them. Having that conversation between the workforce and the employer can come up with a solution that is not only good for our members, because they stay safe and understand what the safety regime is, but good for the employer, because days are not lost through illness or accidents. For me, that sense of using legislation like this to underpin good work conversations in the data setting is what the mission of this Bill should be about.
Damian Collins
Q
Alex Lawrence-Archer: Yes.
Chi Onwurah
Q
Alex Lawrence-Archer: I think the Bill is quite big tech-friendly, and the way that it deals with research is well illustrative of that. One of the objectives of the Bill is obviously to boost the use of personal data for academic research, which is a really laudable objective. However, the main change—in fact the only change I can think of off the top of my head—that it makes is to broaden the definition of academic research. That helps people who already have lots of personal data they might do research with; it does not help you if you do not have personal data. That is one of the major barriers for academics at the moment: they cannot get access to the data they need.
The Bill does nothing to incentivise or compel data controllers such as online platforms to actually share data and get it moving around the system for the purposes of academic research. This is in stark contrast to the approach being taken elsewhere. It is an issue the EU is starting to grapple with in a particular domain of research with article 40 of the Digital Services Act. There is a sense that we are falling behind a little bit on that key barrier to academic research with personal data.
Oral Answers to Questions
Debate between Damian Collins and Chi Onwurah(2 years, 1 month ago)
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Damian Collins
Absolutely. I agree with my right hon. Friend: it is really important that big tech platforms are transparent and accountable to their users in their terms of service for how they trade. That is important in the principle of how the Online Safety Bill works, both in protecting freedom of speech and in ensuring that companies enforce their platform policies correctly. In terms of digital markets, it is also important that customers know what fair access they have to markets and that they will be treated fairly by platforms, and that the platforms make clear what their terms of service are.
Chi Onwurah (Newcastle upon Tyne Central) (Lab)