Abstract

Artificial Intelligence (AI) has transformed the way we work, and as technology continues to outpace workplace management, this is a call-for-action to global organizations to re-evaluate their discourses, strategies and operations on diversity, equity, inclusion and belonging (DEIB) frameworks that can potentially help solve organizational challenges and increase their productivity. Global workforces are not yet meaningfully trained in understanding the extent to which AI can impact their careers as well as ethical issues such as fairness, equity, accountability, and governance (Hauer 2022; Polyportis and Pahos 2024). What makes this scenario even more murky is the lack of opportunities available for non-specialist training in AI for workplace management. This lack of transparency and knowledge around the discourses and workings of AI, if left unexamined, could lead to the deterioration of workplace DEIB initiatives. The inherent clarity and commitment of DEIB to improve the lives of all people and organizations can be used as guidance towards building inclusive AI technologies and positive discourses around an inclusive AI. As a technologically dependent society, we have to do better to create more humane and ethical technologies that serve those who have access to less education, privileges, opportunities than us. We need to create continuous and consistent governance systems to oversee the development of inclusive AI and monitor its use. Guiding the development of inclusive AI technologies and discourses using DEIB frames holds the potential of creating powerful, transformative processes where humans and technology can interface and collaborate to bring forth positive outcomes for people, organizations and societies.

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