AI is here to stay, but bias doesn’t have to be

Welcome to Lead With Inclusion! This weekly newsletter is a resource for EVERY professional. Whether you’re a manager ready to be a more inclusive leader, or an employee ready to be a DEI champion in your workplace, inclusive actions lead to inclusive outcomes. Leading with inclusion simply means starting with inclusive actions in everything you do. It means identifying the areas where bias is at work, and shifting mindsets to make change.?

If you’re not sure where to begin, start here.

I’m still a little skeptical when it comes to AI.

LinkedIn recently released their Future of Work Report (you can check it out here ), and it offers a ton of interesting insights about the rise of AI in the professional world. For example, there’s been a 70% increase in conversations about AI just on LinkedIn alone. Oftentimes, when we hear the term ‘AI’ we think about the tech sector, but this doesn’t only apply to tech. This shift toward AI technology will touch all areas of the professional world - from retail to financial services, to education and health services and beyond. Simply put, AI impacts us all. And the more people that are impacted by this shift in the way we do our work, the more opportunity there is for bias.?

My general stance on AI is that we need more education around it. And not just education in terms of the ins and outs of how this technology works, but also how this technology can be vulnerable to bias. Even without adding AI to the equation, we already know full well that biases exist in our workplaces, whether it’s bias in hiring, performance management, accommodations, or any other area. And now to make matters worse, we’re adding on an additional potential layer of bias as we integrate AI into our workstreams.

Let me give you an example of what I mean. While conversations about AI on LinkedIn have increased by 70%, the majority of global conversation about AI have been driven by men (58%). Meanwhile, women have been driving just 31% of these conversations. That’s a big disparity. Obviously, this is just one statistic in a much larger picture, but let’s think about the implications of this. The AI sector is growing rapidly, and already there’s a huge gender disparity in terms of who’s leading these conversations - and this pattern is nothing new. So often, the dominant majority is leading conversations and making key decisions, while marginalized folks may be taking up less space or not getting that decision-making power - even though they’ll be impacted by these decisions just the same.

This is just one example of how the biases that already exist in our workplaces are trickling into the world of AI, and I’m sure we could identify more. If you’re reading all of this and wondering what you can do to contribute to a culture of inclusion, keep reading for some actionable tips on how you can bring an inclusion lens into the AI sector:?

Be an Inclusive Leader

DEI education is going to be more important now than ever. As many companies are starting to increasingly integrate AI into their work, leaders have a responsibility to understand this new technology and how it can be vulnerable to bias. And if we don’t pause to look around and understand the disparities that already exist in our workplaces, there’s no chance we’ll be able to identify these patterns when they play out in the AI space, let alone combat them. Take the time now to gain a better understanding of the biases that may already exist in your current workstreams. These biases are already out there, but it’s not too late to change course. We’re at a pivot point where we have the opportunity to pause and readjust before we move forward.?

One way you might start to think about this is by gathering data. Ask your team members where they are currently seeing bias show up in their work. Odds are, your team members will have insights that you may not be aware of. And if your team doesn’t yet have the language to have these kinds of conversations about bias, now might be a great time to sign your team up for Unconscious Inclusion ?.?

Lead With Inclusion

On the individual level, we can all benefit from more education about bias. If you’re not sure where to start, my Sparking Awareness learning path is a great jumping off point. It’s a free tool that can help you understand how to disrupt bias and create more inclusive spaces. The pathway covers everything from microaggressions to discrimination, and how you can seek to break down barriers in your professional communities. To follow the learning path, click here to set up your free account and get started.

All of these tools can be found in our new and improved Rework Workspace . Not only can you access past issues of Lead With Inclusion, but you also get access to other resources like courses, tools, and our brand new Book Nook, where you can find some of my top picks in DEI literature. Most importantly, it’s free to sign up! Click here to sign up and explore what the Rework Workspace has to offer you today.

About Stacey Gordon:

Stacey Gordon is Executive Advisor and Founder of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for the business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. As a global keynote speaker, Stacey is a Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor with nearly two million unique learners enjoying her courses.?

Want to hear Stacey live? Consider booking her for your next keynote or workshop.