It’s true that AI doesn’t “see” the “human element” in whatever decision making process it’s involved – but that also means it doesn’t insert bias into that process, either.
If used correctly, AI can therefore create a truly inclusive, color- gender- and background-neutral work environment when applied to HR, and allow individuals to flourish on the merit of their professional abilities alone. In fact, if they perform as intended, AI-based HR platforms have the potential to significantly raise the confidence and trust of employees in their organization, ensuring they’re treated equally and fairly by the “institution,” and, perhaps more importantly, that they have access to a system which allows them to be seen and heard when they need to be.
It’s not just employees who benefit from this, either; managers within the company may have their attention brought to employees they would not have considered viable candidates for projects and jobs before. An inclusive, bias-free HR platform doesn’t just open up opportunities for employees – it unlocks previously under-utilized parts of the workforce for the organization.
But while all of this sounds idyllic, AI is not without its pitfalls when it comes to bias – which is why the way AI is implemented needs to be thoroughly thought through.