AI governance that works in the real world
AI is changing faster than organisations can adapt. Aurora Integrity helps organisations understand and manage the governance, ethical and human risks created by AI and emerging technology.
From AI governance health checks to board advisory, workforce risk and speak-up, we help organisations understand where risk exists – and what to do about it.
Technology doesn't act in a vacuum
AI creates enormous opportunities for productivity and innovation.
But technology operates within organisations – shaped by people, culture, governance and decisions.
Without the right foundations, the same technology that creates opportunity can create significant risk.
Expectations are changing too. Employees, investors, regulators and the public increasingly expect organisations to demonstrate not just what they do, but how they do it.
Aurora helps organisations understand where technology, governance and organisational reality intersect – and where the gaps could create risk.
The Integrity Gap
There is often a gap between how an organisation intends its technology and governance to work – and what actually happens in practice.
Policies may say one thing. Systems may do another. Employees may experience something different again.
That gap is where risk can emerge.
Aurora Integrity helps organisations identify those gaps early, understand what is causing them and take practical action.
Services
Where technology meets organisational reality
Our work focuses on three connected areas. We can assess them together or focus on the area where you most need insight.
AI Governance & Responsible AI
Responsible AI starts with understanding how AI is being used – and whether governance is keeping pace.
We help organisations assess whether their AI governance is fit for purpose as systems, applications and risks evolve.
Our work can include:
- AI governance structures and accountability
- AI policies and controls
- risk identification and escalation
- human oversight
- workforce use of AI
- transparency and explainability
- data and privacy considerations
- monitoring and review
AI Governance Health Checks
A focused assessment of your current approach to AI governance.
We review your policies, processes and practices, identify gaps and emerging risks, and provide clear, prioritised recommendations.
→ Explore AI Governance Health Checks
AI, People & Workplace Risk
AI changes more than technology. It changes how decisions are made – and how people experience organisations.
We help organisations understand the human and organisational risks that arise when AI becomes part of recruitment, performance management, workforce monitoring, decision-making or other employment processes.
We examine questions such as:
- Where is AI being used across the organisation?
- Who understands how decisions are being made?
- What happens when an employee challenges an AI-supported decision?
- Can potential discrimination or unintended consequences be identified?
- Are employees able to raise concerns safely?
- Does governance reflect what is actually happening in practice?
Technology risk is ultimately organisational risk.
Speak-Up, Culture & Organisational Integrity
Employees often see problems before anyone else does.
A strong speak-up culture turns that insight into an organisational advantage.
When people can raise concerns safely, be heard and see appropriate action taken, organisations identify risks earlier, respond faster and build trust.
We help organisations understand the gap between stated culture and lived culture, and create the conditions in which people can challenge, question and speak up.
For boards, investors and regulators, a demonstrable speak-up culture is increasingly an indicator of effective governance.
→ Explore Culture & Speak-Up
How we work
Practical, focused and evidence-led.
Every engagement is different. We work to your requirements, rather than applying a fixed model.
Our work typically combines four approaches:
Listen
Structured conversations, surveys and roundtables across the organisation. What people say – and what they don’t – can reveal where the real risks lie.
Review
We examine policies, processes and documentation to identify gaps between what is intended and what happens in practice.
Test
We use scenarios and simulations to assess whether processes work when they matter.
Enable
We build capability through targeted training and risk scenarios, helping people to understand what good looks like – and what to do when something doesn’t look right.
Every engagement is time-bound, with clear and actionable outputs.
Policy & Public Interest
Technology, governance and accountability don’t stop at the organisational boundary.
Aurora Integrity contributes to public debate on AI regulation, whistleblowing reform and the use of NDAs.
Dawn also works with WhistleblowersUK on technology and AI issues affecting whistleblowers in the UK and internationally.
Our policy work brings practical experience of technology, organisations and whistleblowing into wider discussions about regulation and accountability.
About
Dawn Davidsen, Founder
I founded Aurora Integrity to help organisations see the gap between how their technology and governance are intended to work, and what actually happens in practice.
My career began with 11 years in the Prison Service, where I installed and deployed technology and network infrastructure while leading teams responsible for delivery and ongoing operation. I subsequently moved into the private sector, working across software development, technical sales, management and global M&A within a major US technology multinational. I've worked across government, private sector and international environments, with people ranging from highly technical specialists to senior executives and Parliamentarians.
My own experience of whistleblowing gave me first-hand insight into the gap that can emerge between an organisation's stated values and the experience of its people. In 2020, I succeeded in a UK whistleblowing case. After returning to work, I spent two years seeking to resolve matters internally before bringing further claims of whistleblowing detriment, sex discrimination and equal pay, including potential algorithmic discrimination. Those claims were resolved by settlement in 2025.
That experience gave me practical insight into the challenges organisations face when technology is used in employment decisions - including how potential algorithmic discrimination can arise, be identified and become the subject of litigation.
I am a Member of BCS, The Chartered Institute for IT, hold certifications in Data Science, Data Analysis and Artificial Intelligence, and contribute as Tech & AI Lead at WhistleblowersUK.
If you want to understand where risk exists in your organisation before it becomes a problem, we can help.