Can AI eliminate unconscious bias or is there a danger it can learn bias? We discuss ethics and the potential of AI for HR and workforce experience.
In an independent research study among active job seekers, 44% said they have experienced discrimination in their job searches. So, can using Artificial Intelligence improve the recruiting process by removing the bias? Encouragingly, a PwC survey found that 85% of CEOs believe AI will significantly change the way they do business in the next five years, so it has great potential.
Join your peers
Following on from our online discussions on why diversity should be part of business strategy and uncovering metrics to measure diversity, this next discussion will focus on using AI to enhance HR processes and the potential to remove unconscious bias. It will be attended by HR and leadership teams actively involved in tech recruitment.
We have invited panellists who are already utilising AI to aid decision-making and will share insights into their own adoption and strategies within a business setting.
Key take homes:
AI can assist with key business decision making
AI can be used as a tool to assist with talent management, HR service delivery and workforce management. It should also help fight bias and discrimination during the recruitment process, leading to increased diversity within your organisation. However, increased adoption of artificial intelligence in sensitive areas, such as recruitment, criminal justice and healthcare has ignited discussions about bias and fairness. Human decision making in these and other areas can be flawed, shaped by individual and societal biases that are often unconscious. However, as AI learns from data sets provided, there is also a risk that the AI will learn ‘bias’ and therefore perpetuate the lack the diversity within an organisation.
McKinsey’s research shows that gender-diverse companies are 25% more likely to outperform their peers and ethnically-diverse companies are 36% more likely to do the same. Furthermore Gartner research finds that in a diverse and inclusive workforce performance improves by 12%, intent to stay by 20% and team collaboration and commitment improve by about 50%. But why?
Following on from the success of our last webinar, where we looked at how diversity can support a post COVID-19 recovery strategy, we also touched on why it makes business sense to promote a fully inclusive workforce, where we took a deeper dive into exploring the why.
There is a growing awareness among organisations for the demand to embrace workplace diversity from a corporate responsibility angle, there are a number of equally compelling reasons from a business standpoint too.
Repeatedly, diverse companies are able to demonstrate they are better at winning top talent, orientating themselves better with their customers and improving decision making. But what are the metrics to prove this?
Watch the recording, where our expert panel will provide key insights into:
This webinar attracted HR Directors, Change Management Leaders, People & Culture, CIOs, Marketing Heads, Talent Acquisition and many more from Retail, Government, Technology, Universities and more.
Gain answers to strategic questions for your business:
Don’t let a crisis go to waste
Smart leaders are currently looking very frankly at their future strategies and considering where their organisation is going to be in the new norm. The priority for leaders is identifying how innovation can spark new growth opportunities. Research supports that diverse companies are better able to win top talent, orient themselves well with their customers and improve decision making.
Crisis generates a lot of energy
As a non-profit association we represent a diverse and talented tech workforce, we have witnessed how this workforce has excelled during the Covid-19 crisis by helping organisations to think differently and drive survive and thrive initiatives. It is our role to ensure that leaders like you are aware of the ‘rocket fuel of innovation’ that a diverse tech workforce can bring to all types of organisations in the current climate.