Forty six per cent of AI leaders and 24 per cent of other companies now use AI to solve complex issues around diversity, equity and inclusion (DEI).

Thirty six per cent of AI leaders use AI to simultaneously address multiple innovations such as business transformation, improved decision-making, and system modernization, rather than focusing on one area at a time.

In the past, AI has faced numerous controversies over bias algorithms that discriminated against women and non-white applicants. Now, while companies are experimenting with AI as a tool to evaluate DEI in areas such as hiring, retention, and engagement, they are not leaving the entire process to AI.

Experts note that unlike in the past, where AI is used to perpetuate prejudice in the workplace, the technology can be used to highlight bias.

Some innovative ways to use AI-based tools include identifying the biased language that HR managers could use in job interviews, comparing employees’ goals against others with the same tenure, and alerting managers when they are consistently assigning fewer or less important goals to certain employees.

AI can help organizations to ensure that their job advertisements are as free of bias as possible. It can also help companies remove biased languages from their job advertisements and send notifications when the language may be biased.