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AI Advancement and Inclusivity: Crafting a Strategic Approach

Crafting a strategic

Artificial intelligence (AI) is quickly changing the landscape of our lives, both personally and professionally. As this technology continues to advance at a brisk pace, human resource leaders find themselves at the forefront of understanding and evaluating the costbenefit analysis for the modern workplace. While AI has the potential to significantly enhance corporate productivity, it has also raised concerns about its impact on equity and discrimination.

With the incorporation of AI into a growing number of tasks and occupations, several important questions arise: Which jobs and sectors are most likely to experience the effects of AI integration? What are the pros and cons of implementing AI in the workplace? How are companies taking steps to empower and support women and other marginalized groups who may face negative consequences due to AI in their respective professions?

AI Displacement and Its Impact on DEI Progress

According to Revelio Labs, a human resources analytics firm, jobs most likely to be replaced by AI are typically held by women and people of color. These jobs include administrative and support roles such as bill and account collectors, payroll clerks, and executive assistants, among others.

Revelio Labs reports that 15 of the most AI-exposed occupations employed more than 10 million people in the U.S., the majority of whom are women. Given the existing uneven gender distribution in the workforce, the incorporation of AI in certain industries further exacerbates this disparity.

Revelio Labs reports that 15 of the most AI-exposed occupations employed more than 10 million people in the U.S., the majority of whom are women. Given the existing uneven gender distribution in the workforce, the incorporation of AI in certain industries further exacerbates this disparity.

As corporations explore the potential for streamlining their workflows, thousands of positions are likely to be automated. Tools like ChatGPT may have the greatest impact on marginalized groups, especially as they become increasingly integrated into administrative jobs and HR departments.

Looking ahead, a larger and more detrimental impact looms as some of the most affected employees aim to advance in their careers. For example, to become an accountant or auditor, employees must develop a profound understanding of the regulatory environment. With the implementation of AI, these opportunities may be significantly delayed or lost altogether. To assist employees in progressing to higher-level positions, it is crucial for employers to invest in job skills and development.

The Upside to AI in the Workplace

Like any new technological development, AI offers numerous benefits to productivity and has been a game-changer for corporations worldwide. By enhancing performance, efficiency, security, and overall output, AI has enabled employers to scale faster and more effectively than ever before.

Executives are increasingly seeking candidates with ChatGPT experience. As the demand for cutting-edge processes continues to grow, so does the desire to hire employees with AI proficiency. In a recent survey of 1,000 executives and upper management, 91% of respondents stated that they are seeking candidates with AI experience.

While some leaders acknowledge the potential for bias, they are excited about their ability to access tools capable of completing a multitude of tedious and time-consuming tasks, including writing job descriptions, sifting through resumes, and generating code on demand.

A Thoughtful Approach to Leveraging the Potential of AI

Moving forward, there are several steps corporations can take to help employees capitalize on the potential of AI while leveraging their valuable skills and expertise. By revisiting current strategies, policies, and programs, and making necessary adjustments, employers can support workers in effectively navigating the evolving job landscape.

Here are five ways companies can mitigate the negative impact of AI on their women leaders and employees:

Develop Inclusive AI Strategies

A great starting point to ensure that AI technologies and applications are inclusive and do not perpetuate discrimination based on gender, race, or other characteristics is to take a closer look at the existing company structure. Hiring teams that are representative of the diversity you seek to maintain in your organizational systems is an effective strategy to employ.

Embrace Flexible Working Policies

Balancing work and family commitments can be a challenge for many women and can impact their ability to comply with rigid company policies. By offering flexible work options, corporations can help address this issue while supporting the ongoing training and development of their female employees. With greater flexibility built in, women can focus more effectively in the workforce.

Provide Robust Training Programs

By providing comprehensive and equitable training programs, corporations can support the meaningful professional development of their female employees. Focused training opportunities enable women to learn about emerging AI technologies and tools, helping them become proficient and engaged users. These programs can also foster confidence in women, leading to greater job satisfaction, increased productivity, and higher long-term retention.

Support Professional Network Opportunities

Professional networks can provide essential support for women in corporate roles, particularly in traditionally maledominated fields. Providing a safe and supportive environment where individuals can come together to share their experiences, strategies, and approaches to AI integrations can foster the emergence of thoughtful solutions.

Establish Company-Wide Diversity and Inclusion Policies

Head off AI displacement before it starts. To ensure the continued development and empowerment of all employees, particularly women and other marginalized groups, these policies should be implemented from the executive level down. To ensure they are achieving their goals and objectives, company policies need to be communicated clearly, implemented fairly, and regularly monitored.

In the ever-evolving landscape of global AI, it falls upon human resource executives to lead the charge in skillfully harnessing cutting-edge technology while optimizing their workforce’s unique talents. There’s no room for delay—the future stands before us.

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