AI for DEI: Revolutionizing Leadership and the Future of Work

Introduction

So I have started and stopped writing this article all weekend. This is such a tricky topic, as AI has a sketchy history with DEI. In 2018?Amazon ?scrapped its 'secret' AI recruiting tool, which was found to discriminate against women.?Havard Business Review ?wrote an article in 2019 showing that inbuilt bias from the data in some AI recruitment tools was adding anti-black bias. And let's not forget how?Google's ?image processing identified black people a few years back.

We have come a long way, though; the algorithms have improved, and unlike algorithms, AI can change its output with new inputs. No matter what, any system is only as good as the data that feeds it. Much like humans, we reflect the data we receive; our ability to think critically and make our own determination separates us – for now!

The more I dive into this topic, the more I see the opportunity. But I also see a massive upheaval in our current paradigm. This is reflected by the considerable interest of governments globally. So, when you read this, remember today's date, Tuesday, May 23, 2023, is the date that this is current.

Okay – onwards – let's talk AI in the DEI space. Is it a new frontier?

AI and DEI: A New Frontier.

Yesterday, I talked with a senior executive friend in Australia; it quickly turned to DEI there. Like New Zealand, DEI is still in adolescence and struggling for relevance. The percentage of women in leadership, especially senior leadership, is dismal. The relationship with the indigenous population can sometimes seem beyond repair. And outside of the largest cities, homophobia is commonplace. Like here, in the US, companies talk a good game but struggle to integrate DEI practices into their daily operations. It is too often seen as a cost and not a benefit.

My experience is that it is not a matter of not wanting to do the right thing; it is often too big and daunting. The organizational leadership can say what they want; the middle management needs to implement it – they will determine if a DEI program is successful. Therefore, how we equip and measure our leaders becomes ever more critical (this needs another article).

This is where modern AI can come in, taking some burdens and stress away from the middle level in making decisions. We are all riddled with bias, some conscious and some not; our self-awareness will determine our behavior. Modern AI can remove this bias; it can give a neutral point of view.

Below is a list of ways AI can help with DEI initiatives today. This is changing fast! Soon, it will be doing things we couldn't dream of now. Already we are seeing AI like ChatGPT used for?therapy ; in a recent Podcast, I learned that some men prefer to talk to an AI about their feelings than a person as it takes away the fear of judgment. As we move ever closer to?Artificial General Intelligence ?(AGI), a lot will change as it will have the power to learn and reason much like we can.

1. Recruitment and Hiring: Leveraging AI can combat unconscious bias while hiring. By designing algorithms to overlook personal attributes like race, gender, and age, potential bias can be eliminated. Furthermore, AI streamlines the search for candidates, reaching a more diverse group of individuals, and can ensure job descriptions use unbiased language inclusive to all applicants.
2. Retention and Promotion: Identifying patterns in employee turnover is crucial in recognizing potential DEI-related problems. With AI, specific groups leaving at higher rates can be addressed, decreasing the risk of losing valuable employees. In addition, AI can guarantee that promotions are based solely on merit and performance, increasing objectivity and minimizing bias.
3. Training and Development: AI can now tailor personalized learning programs to individual needs and preferences. This method fosters inclusivity by catering to various learning styles.?
4. ?Unlocking a More Inclusive Workplace Culture:?With the power of AI, organizations can now dig deeper into their communication patterns, employee feedback, and other data to uncover and remedy systemic issues related to diversity, equity, and inclusion.?
5. Accessibility: From speech recognition to text-to-speech capabilities, incorporating AI technology in the workplace can significantly improve accessibility for individuals with disabilities.
6. Equal Pay Analysis: Compensation disparity among different groups has long been an issue in the workplace. AI has emerged as a powerful tool to address this problem. AI can identify disparities and help organizations correct them by analyzing compensation data.
7. Employee Engagement: Employers can leverage AI to monitor employee sentiment and engagement levels, offering valuable data that can enhance inclusivity within organizations and promote greater equity among team members.

AI and Human Resources.

This one came home for me recently when I heard that IBM?announced ?it would slow or suspend back-office hiring by 7,800 people, or 30% because it sees AI as able to do these roles. What does this mean for HR and other back-office jobs that are admin heavy? While I have an opinion, experts at places like?SHRM ?best answer these big questions. According to?SHRM , "Automation and artificial intelligence will continue to evolve to take on repetitive tasks both companywide and specifically within the HR department. Machines can sort through heaps of resumes, handle payroll, and more. That frees up HR professionals to work on more-engaging projects, such as strategic planning."

Our Human Resources and People teams must help organizations navigate this tricky environment. It is a multifront issue for them; they have to come to terms with how organizations are automating their roles; while also ensuring that the transition organization-wide is smooth. Here are some things that you can do to help with any transformation:

Investing in Employee Education and Training on AI is Key to Success

Organizations must invest in their employee's education and training to succeed in AI. This means providing resources, workshops, seminars, and online courses to help them better understand AI and its use in their roles. Transparency is also crucial. Organizations should explain how AI is used, the changes it may bring, and the benefits it can bring to employees.

Inclusion of Employees in Decision-Making

It's crucial to involve every team member in the decision-making process regarding AI implementation. This inclusion can help employees feel more involved and less threatened by changes.

Career Development Planning for AI

Organizations should provide employees with career development plans that consider the changing landscape of AI. This involves identifying new roles and necessary skills.

The value of Human Skills Must Be Emphasized

AI can automate specific tasks, but there are essential skills that AI cannot replicate. Therefore, organizations should emphasize the value of these human skills, such as creativity, critical thinking, and emotional intelligence.

Creating a Supportive Environment

Organizations must create an environment that supports their employees and encourages the expression of their concerns regarding AI. Organizations can create a supportive and safe working environment by providing open communication and resources for mental health.

Conclusion

As the workplace continues to evolve and become more technology-driven, AI has the potential to revolutionize how organizations manage talent and make decisions. Leaders should invest the time to learn about artificial intelligence and explore what opportunities it could unlock for their business. It's essential, however, to ensure that AI is implemented with care and socially responsibly. Use AI tools strategically as you reinvent your organization's processes and systems. With an intentional balance of technological advances and compassion for people, you can lead with innovation while staying committed to promoting DEI initiatives. With thoughtfulness as your compass amidst this adjustment, you have the power to drive positive transformation within your organization and create a prosperous future of work that works for all.

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