Using AI to Improve DEI Outcomes in the Workplace

International labor and employment partner Erika Collins and associate Megan Grant coauthored an article for the New York Law Journal on how employers are challenged to implement artificial intelligence (AI) capabilities in the workplace strategically and with caution, particularly within the realm of diversity, equity and inclusion (DEI) goals and initiatives.

The authors discuss the hiring, management and retention of neurodivergent employees and the advantages of using AI for DEI initiatives. They further address legal and cultural risks that employers are well-advised to prepare for and monitor closely.

In conclusion, the authors state, “Organizations can and should use AI tools in developing workplace programs, promoting DEI initiatives, supporting employee mental health and maintaining a more diverse and inclusive workforce.” They add, “Nevertheless, employers are tasked with carefully considering the blind spots of AI and the legal and cultural risks if they are not careful to avoid perpetuating biases and unfair outcomes in the workplace by closely monitoring and regularly auditing AI tools for unintended outcomes.”

The full article is available for New York Law Journal subscribers.