AI Will Be Part of Every Workforce DNA | Your Role in Being Bold and Responsible

The rapid advancements in AI are transforming organizations in ways we could have never imagined. As executives and HR professionals, we are at the forefront of this change, and we need to navigate this landscape with both boldness and responsibility.

Stakeholders are inviting HR leaders into the boardroom because they recognize the high stakes - get it right, or risk losing the business. We need to start talking to each other now to show up with answers in these boardrooms.

Bold Take: AI isn’t taking jobs. It’s creating jobs.

Adopting AI requires boldness and a proactive mindset. We must acknowledge that AI is here to stay and is set to transform both our business strategy AND the workforce DNA we need to achieve that strategy. Think about GPT's impact in just 18 months - now imagine its evolution in the coming years. We need to lead the conversation on how drastically different our workforces will look soon.

I can’t stress enough that advancements in AI do not simply mean jobs are being replaced. AI is also creating an abundance of new and exciting career opportunities for our people. The bold challenge we face is how we reinvent our workforce DNA with an intentional focus on leveraging AI to drive greater operational efficiency and create clear career pathways for our people.

This transformation isn't just about today; it's about setting up the next generation for success in a fair and ethical workplace. I’d challenge you to start thinking about:

• Which tasks can AI handle to boost efficiency and free our people for strategic work that’s meaningful to them?
• How should we reskill our workforce to meet AI-enabled strategic goals?
• What new opportunities can AI create for our people? And even better, how can we use AI to mobilize our people to those opportunities?

Facing this reality now allows us to boldly bring our people along on this journey. Educating them about the future may be scary, but with a clear, exciting pathway to reskilling and opportunity, it becomes manageable.

Responsible Take: But AI doesn’t come without risks…

There’s a global movement by regulators to demand more accountability and more explainability from AI-based tools, especially those operating in areas that come with a higher risk of bias like human resources.

Fact: If you use AI for any talent decision-making in your organization and it results in discrimination, whether it is you or the AI, you are liable.

NYC Local Law 144 was introduced in January 2023 ensures vendors cannot ‘mark their own homework’ when it comes to auditing their AI models. Independent audits of AI systems, like those required by NYC Local Law 144, are crucial for ensuring ethical practices. Reejig, for example, volunteered for the first independent bias audit on talent AI in 2020 and continues to uphold these standards.

Good and fair decisions don't just ensure compliance; they make people feel seen, heard, and valued, placing skills, experience, and potential at the forefront of every employment decision.

To ensure responsible AI use, talent professionals should be asking vendors:

• Have you had an independent bias audit?
• Who conducted it, and what was the scope?
• When was it done, and is it repeated annually?
• Will you share the results?
• How do you support notice and consent?
• What data do you collect and use in hiring?
• How is your AI designed to reduce bias?
• How do you regulate and review AI for ethical standards?

Ethical AI is essential for responsible leadership. Rigorous testing and adherence to ethical standards protect organizations and build trust with employees and stakeholders. HR must lead in educating about AI, addressing fears, and highlighting benefits. Transparency and open dialogue foster inclusion and engagement, helping us learn and navigate AI integration effectively.

By embracing boldness and responsibility, we can drive meaningful change and ensure a collaborative, AI-driven future.