How AI and Machine Learning Can Help Adopt DEI | EBA

Diversity, Equity, and Inclusion (DEI) efforts have been on the rise in recent years, gaining momentum after major events. One turning point was the murder of George Floyd. This sparked nationwide protests and forced us to confront the racial and cultural perceptions we hold unconsciously and often perpetuate in the workplace.

But just a few years later, economic conditions and large-scale layoffs threaten to reverse much of the meaningful progress made to date.Recent study Research shows that companies like Amazon, Nike, and Twitter are cutting DEI professionals, and DEI teams are among the teams most affected by company cuts.

But DEI efforts are more than just marketing campaigns, and even if they lead to improved business outcomes, they shouldn't rise or fall based on profitability. Diverse companies report higher levels of employee happiness; likely to exceed 70% more likely to grow compared to less diverse peers. Additionally, diverse teams have access to a wide range of backgrounds, ideas, and solutions, allowing them to innovate faster and more effectively.

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Despite the vast amount of data supporting DEI, many companies don't have a reliable system to ensure they're following its principles. Less than 25% of HR professionals say their organizations rate their DEI practices as “advanced” or “professional,” and only 9% rate their DEI efforts as “highly effective.” was.

today, AI and machine learning are emerging as solutions to DEI problems. However, especially in the early stages, these technologies run the risk of perpetuating the same biases as human developers. Still, when combined with careful monitoring and evaluation, AI can be an effective tool for creating stronger teams and companies. DEI professionals are as important now as they were three years ago, and companies need to invest in AI to complement effective data-driven approaches to maximizing workforce diversity. there is.

Even before recruitment/employment, AI can help businesses Assess your current workforce and eliminate subconscious bias through comprehensive data analysis. In many cases, companies may “feel” diverse but still fall short of their DEI goals. For example, many employees have invisible disabilities, are neurodiverse, or have unique backgrounds and experiences that add creative approaches to the conversation. Workplaces that don't include these voices are missing out.

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AI and machine learning technologies can highlight often-overlooked cultural holes by identifying key areas where companies lack diversity. Companies can use this information to identify unintended barriers in the hiring process and open up new and additional opportunities to strengthen and expand their teams.

Once these critical culture gaps are identified, AI can help eliminate unconscious human bias and ensure the best candidates are recruited and hired. Research shows a worrying lack of evidence that traditional strategies such as bias training are effective. AI and machine learning tools can help eliminate bias from the beginning.

Humans are naturally prone to similarity and confirmation bias, including something as innocuous as similar hobbies or a prestigious alma mater. But the AI ​​doesn't automatically prefer the same sports team as the applicant or a Princeton University graduate over a University of Tennessee graduate with the same qualifications.

Companies are also leveraging AI to create job descriptions that remove barriers for qualified applicants. For example, our Career Certificates program, which provides affordable training in key competencies, has hundreds of thousands of graduates. AI can help identify that these candidates are proficient in the required skills, even without advanced degrees, giving companies access to a whole new talent pool.

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AI is a powerful tool, but it doesn't work alone. Generative AI is only as good as its inputs. Therefore, building a diverse team around technology is essential.

A common concern about AI is that it can actually perpetuate the very biases it is designed to eliminate. That's because while the technology is sophisticated, it's not really intelligent. It is great for objective analysis because it accepts all input without question, but it is susceptible to data distortions. Ensuring this oversight reduces the risk of AI bias through a unique perspective that helps detect bias early.

AI is a tool that can help companies achieve their long-term goals, but that doesn't mean executives can walk away from the hiring process. Companies need to remain involved in AI programming, including regular audits, iterations, and human evaluations. Continuous reassessment is key to ensuring that AI drives his DEI value. AI is not a cheat code, nor does it replace the need for human insight. But when integrated with the different skills and experiences of a diverse team, it can be used to transform a company's approach to DEI.

AI and machine learning technologies are changing rapidly and will become more pervasive in our lives in the future. Leaders must view this technology not as a stopgap solution, but as the beginning of the next phase of fair and effective hiring practices. When used with care and intention, it can help transform your recruiting and hiring process to foster healthier, happier, and more diverse teams that do an even better job for your company and community.