This essay explores the notion of resilience by providing a theoretical context and subsequently linking it to the management of safety and security. The distinct worlds of international security, industrial safety and public security have distinct risks as well as distinct ‘core purposes and integrities’ as understood by resilience scholars. In dealing with risks one could argue there are three broad approaches: cost-benefit analysis, precaution and resilience. In order to distinguish the more recent approach of resilience, the idea of adaptation will be contrasted to mitigation. First, a general outline is provided of what resilience implies as a way to survive and thrive in the face of adversity. After that, a translation of resilience for the management of safety and security is described. LinkedIn: https://www.linkedin.com/in/juul-gooren-phd-cpp-a1180622/
Bedrijven bevinden zich tegenwoordig vaak in een keten. Een keten kan worden beschouwd als een verzameling organisaties die een virtueel netwerk delen waar informatie, diensten, goederen of geld doorheen stroomt. Hierbij staan ICT-systemen veelal centraal. Deze afhankelijkheid werkt in de hand dat cyber-gerelateerde risico’s een opmars maken binnen ketens. Niet elke ketenorganisatie beschikt echter over de middelen en kennis om zichzelf te beschermen: om tot sterke ketens te komen is informatiedeling tussen ketenorganisaties over actuele dreigingen en incidenten van belang. Een doel van dit verkennend onderzoek, dat is uitgevoerd in opdracht van het Nationaal Cyber Security Centrum (NCSC), is om inzicht te bieden in de succesfactoren van informatiedeling-initiatieven op het gebied van cyberveiligheid. Met deze kennis kan het NCSC haar accounthouders en adviseurs helpen om de doelgroepen positief te motiveren om actie te nemen ter versterking van ketenweerbaarheid. Tevens wordt met dit onderzoek beoogd om aanknopingspunten voor vervolgonderzoek te identificeren. Het identificeren van succesfactoren vond plaats op basis van een literatuurstudie en gestructureerde interviews met in totaal zes leden uit drie verschillende bestaande informatiedeling-initiatieven rondom cybersecurity: het Managed Service Provider (MSP) Information Sharing and Analysis Centre (ISAC), Energie ISAC en de securitycommissie van de Nederlandse Energie- Data Uitwisseling (NEDU). Alle respondenten zijn informatiebeveiligingsexperts die hun organisatie vertegenwoordigen in de samenwerkingsverbanden. In totaal zijn 20 succesfactoren geïdentificeerd. Deze factoren zijn vervolgens gecategoriseerd tot vier thema’s die bijdragen aan een succesvolle informatiedeling. De thema’s zijn samen te vatten als teamfactoren, individuele factoren, managementfactoren en faciliterende factoren. De vier meest genoemde succesfactoren zijn: ● Expertise: Leden met onderscheidende en gespecialiseerde kennis bevorderen de informatiedeling en zijn ondersteunend aan het individuele leerdoel van de leden. ● Vertrouwen: Vertrouwen is een essentiële voorwaarde voor de bereidheid om samen te werken en informatie te delen. Tijd is hierin een cruciale factor: tijd is nodig voor vertrouwen om te ontstaan. ● Lidmaatschapseisen: Expliciete en impliciete lidmaatschapseisen zorgen voor een selectie op geschikte deelnemers en faciliteren daarmee het onderling vertrouwen. ● Structurele opzet: Een samenwerking dient georganiseerd te zijn volgens een structuur en met een stabiele bezetting van voldoende omvang. Vervolgonderzoek zou zich kunnen richten op het identificeren van strategieën voor het opstarten van samenwerkingsverbanden en het over de tijd behouden van enthousiasme onder de leden in de informatiedeling-initiatieven rondom cybersecurity. Ook onderzoek naar de eigenschappen of kwaliteiten van de voorzitter en hoe deze bijdragen aan het succesvol initiëren en onderhouden van een samenwerkingsverband zijn genoemd. Ook is nog onvoldoende duidelijk hoe gedeelde of juist onderscheidende expertise van de leden bijdraagt aan succes van de informatiedeling-initiatieven. Verder is er behoefte aan kennis over hoe de samenwerking tussen ketenpartners op het gebied van cyberveiligheid buiten bestaande samenwerkingsverbanden is ingericht. Denk hierbij aan een uitbreiding van de huidige studie, maar met een focus op kleinere bedrijven die deel uitmaken van ketens, maar waarbij IT niet de corebusiness is, aangezien die volgens respondenten als risicovol worden gezien voor de keten.
With the increase of needs for controlling the passengers that use different modes of transport such as airports, ports, trains, or future ones as hyper loops, security facilities are a key element to be optimized. In the current study, we present an analysis of a security area within an airport with particular restrictions. To improve the capacity, different categories and policies were devised for processing passengers and we propose to adapt the system to these categories and policies. The results indicated that, by designing a proper category in combination with novel technology, it is possible to increase the capacity to values of 2 digits (in terms of passengers/day). As a proof-of-concept, we use a case study of an area within an airport in Mexico based on data and layout of early 2019.
Today, embedded devices such as banking/transportation cards, car keys, and mobile phones use cryptographic techniques to protect personal information and communication. Such devices are increasingly becoming the targets of attacks trying to capture the underlying secret information, e.g., cryptographic keys. Attacks not targeting the cryptographic algorithm but its implementation are especially devastating and the best-known examples are so-called side-channel and fault injection attacks. Such attacks, often jointly coined as physical (implementation) attacks, are difficult to preclude and if the key (or other data) is recovered the device is useless. To mitigate such attacks, security evaluators use the same techniques as attackers and look for possible weaknesses in order to “fix” them before deployment. Unfortunately, the attackers’ resourcefulness on the one hand and usually a short amount of time the security evaluators have (and human errors factor) on the other hand, makes this not a fair race. Consequently, researchers are looking into possible ways of making security evaluations more reliable and faster. To that end, machine learning techniques showed to be a viable candidate although the challenge is far from solved. Our project aims at the development of automatic frameworks able to assess various potential side-channel and fault injection threats coming from diverse sources. Such systems will enable security evaluators, and above all companies producing chips for security applications, an option to find the potential weaknesses early and to assess the trade-off between making the product more secure versus making the product more implementation-friendly. To this end, we plan to use machine learning techniques coupled with novel techniques not explored before for side-channel and fault analysis. In addition, we will design new techniques specially tailored to improve the performance of this evaluation process. Our research fills the gap between what is known in academia on physical attacks and what is needed in the industry to prevent such attacks. In the end, once our frameworks become operational, they could be also a useful tool for mitigating other types of threats like ransomware or rootkits.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
Since the 1970s, Caribbean reefs have transitioned from coral-dominated to algal-dominated ecosystems. The prevalence of algae reduces coral recruitment, rendering the reefs unable to recover from additional disturbances and jeopardizing crucial ecosystem services, including coastal protection, fisheries, and tourism. One of the main factors to the proliferation of algae is the scarcity of grazers, which is a result of overfishing and disease outbreaks. While fishing supports livelihoods, enhances local food security, and is an integral part of the Caribbean communities' culture, it remains a significant threat to coral reefs. Consequently, the Nature and Environmental Policy Plan (NEPP) 2020-2030, outlining conservation and restoration priorities in the Caribbean Netherlands, underscores the necessity of an integrated approach to tackle the complex challenges of coral reef restoration and fisheries development. The Saba government, and nature management organizations of Bonaire, St. Eustatius, and Saba are implementing the NEPP. Together with University of Applied Sciences Van Hall Larenstein, Wageningen University and WWF, they aim to identify novel species of native invertebrate grazers with the dual purpose of reef restoration and fisheries diversification. The Caribbean king crab (Maguimithrax spinosissimus), the West Indian sea egg (Tripneustes ventricosus), and the West Indian top shell (Cittarium pica) have been identified as potential candidates. Despite their preference to graze on macroalgae, their current densities are inadequate. Population enhancement of these species holds promise for reducing algae, promoting biodiversity, and simultaneously supporting small-scale fisheries. However, there is limited knowledge regarding the ecological effects and socio-economic potential of these grazers. The ReefGrazers project aims to assess the current densities of these herbivores around the BES islands, analyze their impacts on the reef, and evaluate their retention post-restocking. Socio-economic research will quantify current small-scale fishing practices, while market analysis will help assess the potential for the development of these novel resources as sustainable fisheries.
