This is a collaborative post
If there is one thing that most employers could agree with, it’s that the influx of AI into the workplace is quite the phenomenon. The algorithms and tools are super helpful for employment and hiring, and yet the bias that comes in algorithms is an oversight that could cost companies a lot of money. This bias can be costly due to the impact on those who apply for jobs that come from marginalised or underrepresented communities.
There is a lot in the news currently about DEI and the cancellation of all-important policies. The thing is, DEI affects every single person who comes from a marginal background, gender or who has a disability. Without DEI, there would be no adjustments in workplaces or ramps on buildings. Without DEI, women would be fighting even harder than they already do for leadership positions. Being able to implement AI in the right way to your DEI policies can and will make your business more successful. You don’t want a system that is riddled with unconscious bias, as this will do so much more harm than good.
AI experts and ethicists will often talk about the accountability and transparency required for AI tools, but it’s often the introduction of an AI consultancy into your business that can truly lay it out for you. You want to ensure that your AI implementation is as inclusive to your business as possible and we’ve put together some ways that AI can support your current and new DEI policies.
- A full mindset shift. If you want to improve diversity with the help of AI, then you need to shift your mindset throughout the AI lifecycle. From ideation and design to development and deployment, AI tools need to be continuously monitored to avoid any bias that can creep in. An AI consultancy would be able to help you to plan this properly and ensure that you are able to follow the implementation to post-launch monitoring and beyond.
- It can be more transparent. With the help of AI implementation, you can ensure transparency by being open about what’s being designed, who it’s for and how it impacts your new and existing technologies. Transparency with AI in DEI policies goes way beyond the ideation and design phases, as it also interacts with choosing the right investments and capital for your projects.
- You can use it for education. When it comes to teaching your employees and equipping underrepresented communities with the right tools and skills to work in the AI space, you can use AI to show how representation matters. After all, if your people can’t see it, they won’t be it, and introducing AI to your DEI policies ensures you eliminate as much bias as possible and educate where you can.
- You can be a better advocate. Supporting and following the work of people and organisations in AI and breaking down barriers in different areas of the workplace are both important topics of discussion. AI can help to do this for your business.