Organisations with strong DEI (Diversity, Equity, and Inclusion) practices benefit from improved innovation, financial performance, and employee engagement. And we’re not the ones saying it.
A recent McKinsey report shows that diverse teams are up to 25% more profitable and 19% more innovative. Companies with diverse personnel make better decisions, have an increased market reach, and have stronger overall business outcomes.
Yet, DEI implementation and acceptance are, to say the least, complicated.
Entrenched biases, the recent politicisation of the topic, and a lack of dedicated resources make things iffy.
So, what happens when you throw AI in the mix?
The DEI and AI relationship has been a hot topic for a while now. If used wisely, AI has the potential to break through many of the barriers that keep diversity and inclusion at arm’s length.
Let’s have a look at how AI can help and the risks to keep in mind. We’ll also discuss a few best practices to boost DEI implementation with the help of artificial intelligence.
DEI and AI: A Match Made in Heaven(?)
Due to its vast analysis and pattern recognition powers, AI can ensure that DEI strategies are transparent and genuinely foster inclusive organisational cultures. We may even have a better chance at dismantling historical bias that tends to fly under the radar.
However, not every company seems keen on inviting AI into their backyard. Plus, based on Mercer’s Global Talent Trends 2024 report, only 33% of employees think AI and/or automation has improved their workload.
In short, if companies aren’t open to allowing smart technologies to run at their full potential, the DEI and AI synergy may not happen. We also need ethical governance and intentional design to keep everything under control.
But more about risks and other pitfalls later. For now, let’s see what AI could mean for DEI if everything went smoothly.
A More Efficient Implementation
Proper DEI implementation usually involves revising policies, practices, and cultural norms to ensure fair treatment and equal opportunity for all employees. This type of work can wear down even the most resilient employees, and DEI programmes are not the most well-funded.
However, things are different for an AI assistant that can aggregate data from various sources and identify patterns and trends in a matter of seconds. Problematic areas such as biases, pay disparities, or underrepresented groups are easier to spot from a bird’s eye-view perspective.
Gary Hemming, Owner & Finance Director at ABC Finance, shared, “In our experience, AI trained to follow DEI practices can understand individual contexts better than managers because it has a wider view of the situation and a better understanding of the context.”
AI-driven tools can automate the most time-consuming parts of DEI implementation, allowing leaders to focus on more pressing matters. This is especially helpful when you need to do a lot with only a few resources.
Improve Recruitment & Talent Acquisition
Everyone knows companies use AI to sort out resumes and identify the most promising candidates. But did you know it can also reduce recruiters’ unconscious bias?
Or that it can flag biased language in job adverts?
AI can also monitor the interview processes to ensure consistency and fairness.
Finally, when it’s onboarding time, AI chatbots can offer personalised guidance and resources from day one. This makes new hires feel welcomed and supported.
These results in a more diverse, merit-based recruitment process that attracts top talent, boosts organisational performance, and promotes an inclusive workplace culture.
Build a Truly Inclusive Workplace Culture
“We, as humans, are quite flawed. Even the most inclusivity-oriented person carries a few unconscious biases around and is utterly clueless about it. This is why true inclusivity must be a part of any workplace culture.“—Laurence Bonicalzi Bridier, CEO at ArtMajeur by YourArt.
When assumptions and stereotypes take over, employees hesitate to share their unique ideas and diverse insights. This often leads to decisions based more on preconceived notions than solid data, stifling innovation and fostering a toxic culture.
Luckily, we can course-correct for biases with the help of AI. Algorithms can analyse internal communications or performance reviews to detect hidden biases or exclusionary trends. On the other hand, managers receive real-time insights into areas needing attention, with suggestions on how to best intervene based on the established company culture.
But it’s not enough to always put out fires. Adjusting internal policies and company culture is also important to create a genuinely welcoming and supportive environment for every team member.
Bridge Gaps and Enhance Accessibility
Even though inclusivity policies are getting better, people with disabilities are still not invited to the big round table where tech solutions are discussed.
Conrad Wang, Managing Director at EnableU, told us, “I’m proud of our commitment to accessibility, yet it’s disheartening to see modern technology still overlook basic inclusive features. Too often, innovations leave people with disabilities on the sidelines—a gap we urgently need to bridge.”
It’s not just about disabled employees who struggle. Non-native speakers also find it difficult to adjust to a new country and language. But, with the help of AI tools, like language translation or speech-to-text, things promise to get better.
Risks and Challenges
We have to admit that intelligent technology has immense potential for good. Yet, it has a similar capacity for evil in the wrong hands or if misunderstood/misused.
Let’s see how:
AI Can Reinforce Existing Biases
Through a DEI lens, AI can help reduce unconscious biases. However, this is only true if the training data is put through the same lens.
AI algorithms rely on vast amounts of historical data to identify patterns and make decisions. However, if this data reflects societal biases, such as gender, racial, or socioeconomic disparities, the models are likely to replicate and reinforce these inequities.
A great example comes from a now-scrapped Amazon recruitment tool that was downgrading resumes that included the word “women” or referenced women’s colleges. This bias stemmed from training data that reflected the company’s male-dominated hiring history.
What’s even more concerning is that AI models amplify societal biases. This amplification occurs when an algorithm’s decisions are fed back into the system, creating a feedback loop that deepens discrimination.
Ethical and Privacy Concerns
AI systems need data to understand the problem they must solve and its context. However, when it comes to AI and DEI, the data is quite sensitive as it includes employees’ demographic details, performance metrics, and feedback.
As you can imagine, not everyone is comfortable knowing that some of their most sensitive information is being collected and processed at such a level. Not to mention the risk of a data breach!
There’s also the ethical aspect: who decides how this data is used, and for what purpose?
Depending on how the AI is taught to interpret and use the data, it can spew out insights that disadvantage certain groups or lead to biased outcomes.
“You need clear consent protocols to ensure transparency about data collection and robust accountability frameworks to uphold ethical standards and mitigate potential harm. You can’t play around with people’s sensitive information!”—Nick Esposito, Founder at NYCServers.
Overreliance on Technology
Let’s be clear on one thing: AI alone can’t solve the complex DEI challenges!
No algorithm can replicate the empathy and strength of character needed to understand and correctly apply AI’s insights through the DEI lens. Plus, the context changes from one organisation to another, so you need in-depth knowledge of all the systems.
This is why we must first equip leaders and employees with the knowledge and skills to address systemic inequities and foster inclusivity. AI is great at providing data-driven insights and identifying patterns, but we still need to rely on human expertise to take action.
“AI and DEI can be a powerful combination, but success lies in taking precautions, maintaining human oversight, and ensuring technology serves as a tool—not the driver—of inclusive change.”—Adam Young, CEO and Founder of Event Tickets Center.
How Can We Make AI and DEI a Good Thing?
Every organisation is different, but here are a few steps to consider before you take the AI and DEI route:
- Diversify development teams – A wide range of perspectives helps identify potential biases and ensures the system is built with inclusivity in mind.
- Audit training data – Regularly evaluate training datasets to ensure that data accurately represents diverse populations. This allows you to identify and correct biases before it becomes a problem.
- Conduct bias testing – Perform bias testing throughout the AI development lifecycle. Simulate real-world scenarios to identify unintended consequences before deployment.
- Incorporate ethical oversight – Establish ethics review boards or committees to evaluate AI systems against DEI principles.
- Provide ongoing training – Educate employees and stakeholders on ethical AI use and DEI implications.
- Continuously monitor and update systems – AI systems must evolve alongside societal and organisational changes. Regular updates and monitoring ensure that they remain aligned with DEI goals.
Tools to Make the Process Easier
For the best AI and DEI integration, you need advanced tools that strengthen collaboration and make data processing easier and faster.
For instance, you can’t coordinate diverse teams (that most likely have a flexible schedule) without the right project management tools.
Data analytics platforms are another tool that can’t be missing from your arsenal. The right platform helps you monitor and measure equity metrics and provides actionable insights into disparities and trends.
You also need AI auditing tools to detect and mitigate biases in algorithms and collaboration platforms to facilitate open communication and feedback among employees.
These tools (and others you see fit) empower your organisation to implement AI as a complement to human expertise, creating a balanced and impactful approach to DEI.
Wrap Up
When done responsibly, we conclude that the AI and DEI pairing can drive impactful, data-driven change. By combining innovation with empathy, organisations can build more equitable workplaces.
Author: Catherine Schwartz – HARO & Content Outreach
Photo credit: StockCake
