When insider risk is a wellbeing issue, not just a disciplinary one

**Insider risk is typically driven by stress, fatigue, disengagement or coercion rather than clear malicious intent; early behavioural signs often precede technical breaches.** The report argues that treating insider risk purely as a compliance or disciplinary issue misses opportunities for early, proportionate support, and recommends integrated approaches — training line managers, shared HR/security ownership, normalised escalation routes, and temporary, proportionate risk management — to address wellbeing, culture, and financial pressures as part of security resilience.