Agentic AI & the future of Inclusion

Ok, I love it when I read a post that has nothing to do with my work, because it always triggers the question, of how can I apply it to what I do? Akil Henry I can't remember who wrote the original post but it was about agentic AI. I didn't even know too much about it...but I couldn't stop thinking about it over the weekend, so I'm sharing my thoughts here for now! (Buckle up, this one's a long one!)

AI is evolving, crazily fast! Right now, most of the conversations about AI in the workplace have focused on how Large Language Models (LLMs) can support basic tasks (screening applicants, drafting policies, automating admin etc).

The Potential Impact on Inclusion

But reading up on agentic AI (AI that doesn't just assist, but acts autonomously), I see that is where the real transformation is going to come. This is AI that makes decisions, and can proactively shape workplace dynamics.

So what does that mean for those of us trying to deliver Inclusive People Experiences? How do we make the best use of the opportunity provided by this evolution to make progress with inclusion, instead of it just amplifying our existing biases at scale?

So let's imagine the opportunities:

• We could have AI that autonomously monitors workplace data, and flags early patterns of bias before they turn into structural inequities. This could be in hiring, pay, performance ratings, even team dynamics. Instead of having to wait for annual impact reports, we could get real-time interventions.
• We could deliver properly personalised, adaptive employee experiences. Imagine going beyond AI recommended learning resources based on existing career paths (shout out to LinkedIn Learning for the function!) to one that actually understands your individual career goals, challenges, and strengths, and offers dynamic, tailored development plans that help you grow on your own terms.
• It could predict when employees might be disengaging or facing barriers, and trigger on-time interventions by managers or the People Team.
• Smarter AI assistants could remove barriers for neurodiverse employees, disabled workers, people with different learning styles, so many uses!

The risk of just making it worse, more efficiently

But obviously, I don't think it's a silver bullet that we immediately need to go all in on. There are risks to this, as I'm sure we're all aware.

?? AI is still trained on historical data, which means there's the potential for it to just replicate and reinforce existing biases, and it would do it faster and at a greater scale.

?? AI can only learn from what we give it. So unless we diversify the inputs, we risk excluding the perspectives of people who have historically been marginalised, or missing the nuance in human experiences.

?? AI can support decision making, but inclusion is fundamentally HUMAN work. If we let AI become the gatekeeper of who gets hired, promoted, or develop, we risk removing the RELATIONSHIPS that drive belonging.

How this is helping me evolve my approach

I'm still learning more about it, but I think my key takeaways so far, in terms of the impact on delivering inclusive People Experiences have been:

1. Leaders need to understand AI bias, ethics, and impact, and not just let AI make “neutral” decisions (spoiler: there’s no such thing). AI has to be trained and audited for fairness and equity, just like any human-led process.
2. AI should expand opportunities, not make them more rigid. Just like with the arguments around the future of flexibility in work, we shouldn't be forcing employees into one-size-fits-none frameworks. We need to be exploring how AI can support individual growth, flexible working, and adaptive career pathways.
3. AI should provide the flags, the trends, the risks, but action should still be taken by a human. AI should help inform better decisions, but it shouldn't be the decision maker itself.

We're at a crossroads in the future of inclusion

The way we train, guide and use AI will ultimately determine whether it becomes a tool for progress or an amplifier of exclusion.

The future of inclusion won't just be about who we hire, promote or retain. It will also be about how we train and guide the technologies that help to shape those decisions. As AI moves from automation to autonomy, let's make sure we're building systems that create equity, not just efficiency.

But what do you think? How do you see AI reshaping inclusion?

#AI #AgenticAI #Inclusion #FutureOfWork #InclusiveLeadership #PeopleExperience #EthicalAI #DiversityMatters

Let’s build the future of work. Intentionally.

History teaches us what to avoid, but it shouldn’t limit what we create next. The way things have always been done isn’t the way they have to be. If you’re ready to design and deliver more inclusive, impactful people experiences, or explore how we can reimagine the possible together, let’s talk.

→ Reach out and let’s start the conversation.