Artificial Intelligence (AI) and Diversity, Equity and Inclusion (DEI) are both important in terms of how we interact in work and society. Yet it remains to be seen whether AI will actually help or hinder HR in the quest for greater equality.

There are arguments for and against the use of AI related to DEI. On the positive side, the introduction of automated processes is heralded as an effective way to reduce subjective bias and ensure equality for all in the assessment and recruitment process. On the negative side, technology is only as good as the parameters set. Early studies show that AI tools, such as Chat GPT, can replicate or amplify existing biases and inequalities in content, data and algorithms. As a result, overuse of AI technology can generate unfair outcomes or recommendations that affect people’s access to work and promotion.

Daniel Adeline, Research and Development Consultant at Talogy, (assessors and developers of global talent), says: “Unconscious bias permeates across all areas of society, and this is reflected in much of the content available to AI. Over time this may change, yet in the meantime, users of the technology need to be mindful that utilising AI may merely reinforce some of the unconscious bias that HR practitioners are trying to minimise.”

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