How to leverage artificial intelligence to meet your diversity goals
| Date | 08 April 2019 |
| DOI | https://doi.org/10.1108/SHR-12-2018-0105 |
| Pages | 62-65 |
| Published date | 08 April 2019 |
| Author | Tammy Cohen |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
How to leverage artificial intelligence to
meet your diversity goals
Tammy Cohen
Abstract
Purpose –This paper aims to provide insights into how artificial intelligence can be used to eliminate
bias in employeescreening.
Design/methodology/approach –Industry use cases and expert analytics were used in conducting
this paper.
Findings –Artificial intelligenceif used correctly can help to buildmore diverse and inclusive teams and
eliminatebias.
Originality/value –This paper showshow leveraging new technologies such as AI can cut down on bias
acrossemployee screenings.
Keywords Human resource management, Diversity, Talent management, Recruitment, Talent
Paper type Viewpoint
It has become common knowledge in the business world that diversity and inclusion
efforts are not just good from an ethical standpoint but from[1] an economic one as
well. Companies with diverse staff outperform their more uniform competitors[2]byas
much as 35 per cent. When your workforce comes from all walks of life, they bring unique
viewpoints and ideas to the table. Unique ideas create unique products and processes,
which is always good for business.
However, when it comes to hiring diversely, our own brains are often the enemy. Bias can
be insidious and completely unconscious[3]. Studies have shown that we are more likely to
be drawn to candidates who look, act, dress or think similarly to ourselves. Although there
are steps we can take to overcome thisunconscious bias, technology is being developed to
create a more balanced hiring process.
Artificial intelligence creates opportunities to make hiring fairer and more equal. Here are
some of the latest trends in AI-driven hiringtech.
Eliminating bias from the start
Language within job descriptions can sometimes steer diverse candidates away from a
position, even though they are not necessarily unqualified. Gender-coded language, which
is language that lends itself toward the ideas and stereotypes surrounding different
genders, can subconsciously steer qualified candidates away. For example, a man is less
likely to apply for a job ad that describes the ideal candidate as “feisty,” whereas a woman
is less likely to apply for a job ad that seeks a “domineering” candidate. When writing job
descriptions, the employer maynot mean to make these mistakes; everyone, in some ways,
uses gender-coded language.That is where artificial intelligence can come into play.
Some AI systems are being used to create inclusive job descriptions and review them for
gender-coded language. One suchsystem, Textio, assists employers in a variety of ways. It
Tammy Cohen is PHR,
SHRM-CP Founder and
Chief Visionary Officer at
the InfoMart, Atlanta,
Georgia, USA.
PAGE 62 jSTRATEGIC HR REVIEW jVOL. 18 NO. 2 2019, pp. 62-65, ©EmeraldPublishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-12-2018-0105
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