Can AI Be Used To Eliminate Bias, Promote DEI?

Diverse organisations perform better.

It’s been emphasised here before. A recap. According to Gartner, employees who work in diverse and inclusive teams see a 12 per cent increase in performance. Revenue can rise by up to 19 per cent in organisations with strong DEI ties.

New technologies like Artificial Intelligence (AI) now impacting areas like business where Diversity, Equity, and Inclusion (DEI) are becoming a top priority. This focus on DEI aligns with the UN’s Sustainable Development Goals. It figures then that AI has the potential to be a game-changer for DEI. How? By ensuring fairness and equal opportunities in the workplace. While challenges exist in using AI for DEI, businesses can rightly overcome them and harness this powerful tool to create a more inclusive work environment. The World Economic Forum’s Future of Work report states that 85 million jobs will be replaced by AI by 2025. However, 97 million new jobs will be created.

According to Forbes’ AI Bias In Recruitment: Ethical Implications And Transparency article, “Generative AI holds the key to propelling global productivity to unprecedented heights, projecting figures that extend into the trillions. The prevailing estimations indicate that its influence could span between a staggering $2.6 trillion to $4.4 trillion annually, spanning a myriad of use cases, thus augmenting the overall impact of artificial intelligence by a notable 15 per cent to 40 per cent.”

Building A Diverse Workforce
Companies are pressured to provide equal opportunities. However, the hiring process itself can be, and, is, riddled with unconscious bias, especially when the whole process is done through human labour. With AI, the hiring process can be more balanced giving all candidates an equal opportunity to join the company. AI algorithms can analyse resumes based on skills and experience, filtering out factors like names or schools that might lead to human bias. Additionally, AI can analyse interview transcripts or videos to identify potential bias in interviewer behaviour, ensuring a fairer evaluation for all candidates.

Speaking to Forbes Magazine, Ariel Lopez, the CEO of Knac “AI can be leveraged at almost every point in the recruiting process, from onboarding to pipeline management to employee experience and engagement.” And, “AI algorithms can flag biases and improve hiring, performance management, and compensation policies helping to ensure equal opportunities for employee growth,” added Shawn Ramirez, VP of Data Science at Glue. “AI recruiting tools can help companies balance the pool of candidates by improving the inclusivity of language used in job descriptions, and by sourcing candidates from underrepresented groups. AI for employee engagement can help a company surface when underrepresented groups feel disengaged, unearth root causes, and launch targeted interventions and support programs to improve retention and advancement among a diverse range of employees,” Ramirez added.

A section of DEI practitioners have argued AI does not eliminate bias because their algorithms are based on raw data that mirrors human bias and has inherent flaws. But this is a separate conversation.

Resources For Employers states in Can AI Help Beat Unconscious Bias In Hiring? Yes, it can that yes, there is such a thing as first-impression bias. “It is no secret that emphasis can sometimes be placed on non-relevant factors such as gender, age, weight, colour, and beauty, rather than focusing on the candidate’s actual knowledge and skills.”

Faulty and biased design allegations have been raised against prominent companies. Amazon, for instance, discontinued a recruitment algorithm that inadvertently favoured male candidates. Apple faced scrutiny from regulators due to allegations that its credit card provided different credit limits depending on gender. Women with darker skin were found to be twice as likely as lighter-skinned men to receive notifications of failed UK passport photo compliance.

It’s important to note that AI is not a silver bullet for eliminating bias, particularly keeping in mind training data bias: AI algorithms are only as good as the data they’re trained on – and human oversight where AI should be used as a tool to assist human decision-making, not replace it entirely.

Creating Dream Careers Within Your Company
Fears of AI replacing jobs shouldn’t overshadow its potential to champion fairness. AI can analyse performance data for promotions, focusing on merit (sales figures, project completions) over personal bias. This levels the playing field for resumes too, with AI filtering for relevant skills, not names or addresses. In a globalised workplace, AI can analyse performance data and translate communication across cultures, fostering inclusion. Finally, AI personalises onboarding and training for all, catering to diverse learning styles and needs. By leveraging AI for fairness and inclusion, companies empower their workforce and create a more productive environment.

Diversity, Equity, and Inclusion (DEI) are fundamental aspects of modern employee management. While concerns exist about AI replacing jobs, it can be a powerful tool for ensuring fairness and equal opportunities for all employees.

In How Is Artificial Intelligence Shaping the Future of Work? Business Dream states “No matter how objective a person tries to be, their past experiences, education, socio-economic background, and other factors, can lead to certain thoughts and reactions which, for those in recruitment, talent acquisition, or HR roles, can introduce unconscious bias into the recruitment process.” AI mitigates the human element as seen below.

Promoting based on merit, not bias: Imagine promotion decisions based on objective data rather than subjective opinions. AI can analyse performance metrics like sales figures or project completion rates, identifying the most qualified candidates for advancement, regardless of background. This data-driven approach locks in promotions based on merit and accomplishments, not personal relationships, or unconscious bias. A level playing field for resumes: AI can analyse resumes based on skills and experience relevant to the job opening, filtering out information like names that could lead to bias. It gives everyone, presumably, a fair shot, filtering out the necessary qualifications.

• Bridging the cultural gap: Many companies hire across diverse global cultures. AI, if used well, can be an equaliser, analysing performance data without cultural bias.
• Personalised learning for all: Inclusion extends beyond hiring. AI can personalise the onboarding process and training programmes in a way that identifies and caters to individual learning styles and needs.

An AI platform that adapts training content and delivery based on an employee’s background and preferences certainly creates a more engaging and effective learning experience for staff. Helpware identifies how AI-driven personalisation is the way to go. “These AI-powered platforms not only provide customised career development recommendations, such as specific training programmes, workshops, and mentorship opportunities but also guide employees through the necessary steps to achieve their dream careers. This could range from transitioning to remote work or freelancing to ascending into leadership roles.”

AI can also help increase innovation in a company. We all know that a diverse workforce brings together a wider range of perspectives and experiences, which can lead to more creative problem-solving and innovative solutions. This is a ripple effect of using AI during the hiring process and brings these different experiences and perspectives to a company, hence increasing innovation.

Another ripple effect would be that the employer’s brand will be enhanced if they use AI to create an inclusive workforce. Organizations that embrace diversity and inclusion are seen as more attractive employers by top talent. By leveraging AI to create a more accessible and inclusive workplace, companies can build a strong employer brand and attract a wider pool of qualified candidates.

This does make the future of DEI wrapped in AI sound rather cosy, but according to Fast Company’s This Is How AI Will Disrupt The DEI Industry by Porter Braswell says nearly 50 per cent of companies are way lower down the DEI maturity curve. They don’t have the robust DEI resources of their larger counterparts. And, “It’s not enough to merely introduce tools for metrics if you don’t have the infrastructure and buy-in to effect change.”

Further, it reiterates the benefits of AI as “speed, creativity, personalisation, and real-time guidance.” Except for the part where “These all respond to needs companies have when DEI is primarily a change management issue.” And acknowledges that data and analytics do not go far enough. Not in a world where we must accept that DEI is “still a very human issue.” The ultimate solution must combine AI and the human factor.

This article first appeared in the May 2024 issue of CIO Africa Magazine.