Artificial intelligence (AI) has the potential to revolutionize almost every industry. It also poses significant risks to society and humanity, which is why it is crucial to have solid guidance and resources from both the public and private sectors to ensure its positive impact. One area where AI can either support or undermine progress is corporate diversity, equity and inclusion (DEI) initiatives.
Possible positive effects
There are several ways AI can be used to promote DEI efforts in the workplace. These include improvements in hiring and performance management processes, detecting bias in content and identifying patterns of discrimination.
AI algorithms can flag bias and improve hiring, performance management and compensation policies, helping to ensure equal opportunities for employee growth.
AI-based recruiting tools can help companies balance the applicant pool by improving the inclusiveness of the language used in job descriptions and by recruiting candidates from underrepresented groups.
In addition to AI tools that can help companies increase DEI efforts, there are employees who have successfully used AI to improve their work communication. This can be particularly impactful for employees who work in a language other than their native language and neurodivergent employees who have communication barriers.
Potential negative effects
While AI can help promote DEI, there are risks in case it is not properly designed and implemented. AI has the potential to perpetuate existing biases and is only as good as the data it is trained on.
Existing patterns of bias and discrimination that lurk in the workplace are also hidden in the data. Without DEI-focused development, AI will pick up on these patterns and return results that can preserve and even exacerbate biases. Therefore, AI systems must be carefully designed, monitored and tested for fairness and inclusiveness to reduce these risks.
It is also important to emphasize that AI cannot replace trained DEI professionals, as it can only be used to complement their expertise.
To ensure that AI helps, not hurts, DEI efforts, companies should regularly audit their algorithms to ensure they do not contain discriminatory elements and take measures to secure and protect data, collected and used for artificial intelligence systems.
