The Future of AI in DE&I: Opportunities, Risks and Solutions

Diversity, equity, and inclusion has become a critical priority for many organizations across various industries. Companies are increasingly implementing strategies to ensure equitable and inclusive opportunities are available for chronically marginalized groups, while also working to cultivate a human-centered organizational culture. In 2020, it was estimated that 7.5 billion dollars was allocated that year to diversity, inclusion and equity programs and jobs in response to the global protests of the police-sanctioned murder of George Floyd. Since that time, however, progress in achieving these goals has not only been slow, it has become insignificant and disposable, evident in the 33% attrition rate of DEI jobs versus 21% of non-DEI jobs in approximately 600 companies in 2022 including Nike, Amazon and Twitter. The message that this echoes is if companies aren't under a microscope from the ACLU, under the scrutiny of social media detectives, ordered by federal and state legislation or in a constant state of fear at the possibility of litigation, they simply are not dedicated nor committed to fostering authentically inclusive, safe, empowering and healthy spaces for their diverse workforce and for all people.   

One contributing factor to the slow progress in DE&I efforts is that many companies have focused on superficial or cosmetic changes to their culture or hiring practices. These changes, while well-intentioned, often fail to address the root causes of inequality and often lead to resentment or tokenization among systemically marginalized employees. Furthermore, DE&I programs often fall short because they disproportionately prioritize diversity without adequately addressing equity and inclusion. To truly transform DE&I within organizations, a more holistic approach is necessary. This is where Artificial Intelligence (AI) can potentially play a significant role.

Opportunities

AI has been hailed as a breakthrough technology that can help eliminate biases and bridge the DE&I gap. By utilizing algorithms and objective data, AI can potentially identify and remove hiring biases, such as evaluate candidates solely based on their qualifications and skills, rather than personal characteristics. AI can also play a crucial role in promoting diversity, equity, and inclusion within the organization by increasing promotions among high performers from underrepresented groups and also help identify and address disparities in pay and promotions, ensuring underrepresented groups have equal opportunities for advancement. Additionally, AI can assist in creating inclusive environments by providing personalized learning experiences for individuals with diverse learning needs. Moreover, Artificial Intelligence technology has the potential to improve access to mentorship opportunities for underrepresented groups, from internal executive leadership and external training program.

Risks

It is vital to recognize that while AI can be a powerful tool in managing diversity in human resources, it is not without its limitations. AI algorithms can inadvertently perpetuate biases present in the data they are trained on by racist, misogynist, ableist, xenophobic, and ageist software developers, leading to discriminatory outcomes. For example, if an AI tool is trained on resumes that historically favor certain demographic groups, it may inadvertently learn to prioritize those groups in making hiring decisions. Highly publicized instances of algorithmic bias, such as in retail and predictive policing, have raised concerns about the potential for AI systems to undercut diversity and inclusion goals. Furthermore, there is a risk of tokenization, where AI tools may be used to identify candidates solely from underrepresented groups without addressing the systemic barriers that prevent their full inclusion and advancement. Similarly, if an AI hiring tool is trained based on the attributes of an organization's current "high performers," there is a risk of homogenizing the workplace and perpetuating existing biases. One of the primary goals and intentions of DE&I is inclusion. Comparable to the goals of inclusive classrooms for students with Special Educational needs, employees with lower performance ratings have a higher probability of increasing in productivity when engaging with higher performers in a supportive, inclusive environment.

Solutions

AI should not be seen as a standalone solution for DE&I. It should be part of a comprehensive approach that encompasses creating a culture of inclusion and equity within the organization. To mitigate the risks of this burgeoning technology in the DE&I sector, it is crucial to implement a collaborative and human-centric approach to AI development and utilization. This includes involving diversity, equity and inclusion experts in the development process to ensure the AI systems are designed with equity, inclusion, ethics and integrity in mind. Furthermore, to ensure that AI is a positive and transformational force for DE&I, it is crucial to train AI algorithms on diverse and inclusive datasets. It is also paramount to regularly audit AI systems to identify and correct any biases and discrepancies that may emerge. It is also important for AI developers to routinely undergo trainings and personal or internal conscious audits to identify how their own biases and prejudices inform and shape the artificial intelligence technologies they build. Finally, it is crucial to involve diverse stakeholders and developers from all backgrounds in the AI development process to avoid the unintended harmful consequences of building AI systems from a unilateral, "one fits all" perspective.

Artificial Intelligence technology is undoubtedly a fascinating tool that can be a valuable asset in the pursuit of diversity, equity, and inclusion in organizations, but it is not a standalone solution. While AI can assist in identifying and removing hiring biases, it cannot single-handedly address the systemic issues that contribute to the lack of diversity and inclusion. It is crucial for company leaders to continue actively working towards creating a culture of inclusion and equity. More importantly, the continual focus must always be for each employee to actively do the work of unlearning their internalized biases and prejudices and replace anti-humanist behaviors with mindful, inclusive ones. Our civilization stands at the precipice of unprecedented change as we usher in a new era where humanity and technological intelligence converge. If we descend further into the complete destruction of our existence or propel into a true age of enlightenment, the outcome heavily relies on each of us and our commitment to the embodiment of progress.

- J.R. Baker-Flowers, Founder & Director