AI governance that works in the real world
The Integrity Gap is where risk hides.
Most organisations have good intentions on AI governance. But there’s often a gap between how technology and governance are intended to work, and what actually happens in practice.
Policies say one thing. Systems do another. Employees experience something different again.
Aurora Integrity helps you identify that gap, understand what’s causing it, and take practical action. I work with organisations at any stage – those implementing AI for the first time, or those discovering their current governance isn’t keeping pace.
Three interconnected services. One focus: closing the Integrity Gap
AI Governance & Responsible AI
Understand how AI is being used in your organisation – and whether governance is keeping pace.
I assess:
- AI governance structures and accountability
- Policies and controls
- Risk identification and escalation
- Human oversight of AI decisions
- Workforce use of AI
- Transparency and explainability
- Data and privacy considerations
- Monitoring and review
Services include:
AI System Impact Assessments
I apply the BS ISO/IEC 42001 framework to assess the potential impact of specific AI systems – before deployment or at critical review points. This helps you understand what could go wrong and what safeguards you need. An impact assessment makes a subsequent risk assessment far more effective.
AI Governance Health Checks
A focused assessment of your current approach to AI governance. I review your policies, processes and practices, identify gaps and emerging risks, and provide clear, prioritised recommendations.
AI, People & Workplace Risk
AI changes how decisions get made – and how people experience your organisation.
I help you understand the human and organisational risks when AI is used in recruitment, performance management, workforce monitoring, or employment decisions.
I examine:
- Where is AI actually being used across the organisation?
- Who understands how AI-supported decisions are made?
- What happens when an employee challenges an AI decision?
- Whether potential discrimination or unintended consequences can be identified
- Whether employees can raise concerns safely
- The gap between stated governance and what’s actually happening
- actually happening in practice?
Technology risk is ultimately organisational risk.
Speak-Up, Culture & Organisational Integrity
Employees see problems before anyone else does.
A strong speak-up culture turns that into an organisational advantage. When people can raise concerns safely, be heard and see appropriate action, organisations identify risks earlier, respond faster and build trust.
I help you understand the gap between stated culture and lived culture, and create the conditions for people to challenge, question and speak up.
How I work
Every engagement is different. I work to your requirements, using a combination of approaches.
Listen: Structured conversations, surveys and roundtables across the organisation. What people say – and what they don’t – reveals where real risks lie.
Review: I examine policies, processes and documentation to identify gaps between what is intended and what actually happens.
Test: I use scenarios and simulations to assess whether processes work when they matter.
Enable: I build capability through targeted training, helping your team understand what good looks like – and what to do when something doesn’t.
Every engagement is time-bound, with clear and actionable outputs.
→ Request a confidential discussion
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.
Beyond working with individual organisations, I contribute to wider public debate on AI regulation, whistleblowing reform and the use of NDAs. I work with WhistleblowersUK as Tech & AI Lead, bringing practical experience of technology, organisations and whistleblowing into discussions about accountability and regulation in the UK and internationally.
I am a Member of BCS, The Chartered Institute for IT, hold certifications in Artificial Intelligence, Data Science and Data Analysis. I contribute as Tech & AI Lead at WhistleblowersUK.
If you want to understand where risk exists in your organisation before it becomes a problem, I can help.