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EMBRACING AI IN HR: PRACTICAL STRATEGIES FOR ETHICAL, FAIR, AND IMPACTFUL
IMPLEMENTATION
WRITTEN BY CASSIE DAVIS
* Resilience
Artificial Intelligence is transforming Human Resources quickly, with 81% of HR
leaders already paving the way by integrating AI into their processes. By
exploring thoughtful AI adoption, you’re joining a forward-thinking group
committed to both technological advancement and an approach that aligns with the
ethical and operational values of your organization, industry, and clients.
To help navigate these complexities, our recent AI Meets HR webinar explored the
legal and ethical aspects of AI integration, including protecting sensitive
data, staying on the right side of compliance, and ensuring fairness. Below,
we’ve summarized our panelists’ top insights to guide you in harnessing AI’s
potential safely and responsibly.
WHY AI IN HR?
AI offers significant benefits across HR and can drive meaningful change in the
industry. Three essential factors have amplified AI’s impact, according to
Chanakya Thunuguntla, People AI & Analytics Lead at Intuit:
1. Technology advancements – AI has grown from basic machine learning
forecasting for predicting employee behaviors to large language models ready to
handle more nuanced HR tasks, like:
* Talent Acquisition – Streamline recruitment by matching candidates quickly.
* Employee Support – Boost efficiency in managing employee queries.
* Talent Development – Personalize training and provide data-driven insights.
* Performance Management – Enhance systems like employee feedback and
goal-tracking.
2. Necessity – Competitive, fast-paced job markets mean HR teams need to be just
as agile and efficient in order to attract and retain top talent. AI tools can
streamline slow-moving sections of the sourcing, screening, and hiring process.
3. Opportunity – Traditional data structures (like tables) fall short in
capturing employee behavior, leaving 80-90% of information unstructured. AI
enables HR to analyze unstructured data, like feedback, for a fuller picture of
employee needs.
AI use cases in HR continue to grow, providing forward-looking leaders with new
tools to elevate the employee experience. Emerging trends include AI agents that
streamline hiring through automated job postings, candidate identification, and
initial interviews. Additionally, real-time analysis of employee communications
provides instant engagement and sentiment insights and flags potential issues
like burnout or flight risk.
Learn more ways to use AI tools in our free AI for HR Playbook.
LEGAL CONSIDERATIONS: COMPLIANCE, BIAS, AND PRIVACY
Leading organizations don’t just adopt AI – they set the bar by proactively
addressing privacy, fairness, and compliance. With the right approach, AI
becomes an asset that enhances organizational values and supports a positive,
inclusive workplace. The following insights from Jordan Rohlfing, an employment
law attorney at DeWitt LLP, and Natalie Kim, an AI & privacy attorney, offer
guidance to help protect and strengthen your organization.
COMPLIANCE WITH LAWS AND REGULATIONS
Compliance with jurisdiction-specific regulations is critical. Jurisdictions
like New York City have implemented laws requiring employers to notify
applicants and employees when they use AI in decision-making. These laws may
also mandate audits to ensure AI tools are free of discrimination or bias,
particularly when hiring or other employee-related decisions are involved. Stay
informed about these legal requirements and adjust your processes accordingly.
DISCRIMINATION AND BIAS CONTROL
The potential for embedded discrimination or bias in AI algorithms is a
significant risk. Carefully scrutinize AI tools to ensure they don’t
discriminate based on protected characteristics like race, sex, or religion. Be
vigilant about identifying any biases within AI systems with regular audits and
testing.
VENDOR CONTRACTS AND INSURANCE PROTECTIONS
Review contracts with AI vendors to ensure they include necessary protections,
especially around issues like data security and liability. Additionally, be
certain you have appropriate insurance coverage to protect your company in case
of discrimination claims from using AI. Work closely with legal teams to ensure
your vendor contracts and insurance policies are structured to mitigate
potential AI-related risks.
PRIVACY PROTECTION
Follow privacy best practices throughout the AI lifecycle – data collection,
processing, retention, and deletion – and minimize personally identifiable
information (PII). Conduct a thorough impact assessment before deploying AI to
discover potential privacy risks and ensure compliance with global regulations
like the EU Artificial Intelligence Act, which classifies HR AI as high-risk.
Key privacy measures include transparency, human oversight, and clear
explanations of AI decisions.
ETHICAL CONSIDERATIONS: PRIVACY AND DISCRIMINATION
AI’s ethical implications are an important focus for HR leaders who want to
leverage technology responsibly and inclusively. By addressing these
considerations, you ensure AI doesn’t just streamline processes but also aligns
with core organizational values and strengthens trust with employees. The
following insights from Stephanie Shuler, CPO at LifeLabs Learning, will help
you navigate AI’s ethical landscape, building a positive, respectful workplace
that benefits both the organization and its people.
EMPLOYEE MONITORING
AI tools often involve monitoring employee behaviors, which can raise concerns
about surveillance and data misuse. You should only use AI tools for retention
and engagement, not for excessive monitoring or to push employees out.
Transparency is critical – clearly inform employees about how you use AI and
have the option to opt in or out.
DISCRIMINATION AND SENSITIVE DATA
AI systems, especially those utilizing natural language processing or video
screenings, can unintentionally reinforce biases in hiring and performance
reviews. AI may have difficulty understanding diverse speech patterns or body
language, which can disadvantage neurodiverse individuals or those who are hard
of hearing. Additionally, AI’s handling of sensitive data, like disability
status, must be done carefully to avoid harm. Create inclusive AI systems and
audit them regularly.
PROMOTING FAIRNESS IN AI IMPLEMENTATION
Fairness in AI-driven HR practices is essential for creating an inclusive and
trusted workplace. By designing and monitoring AI thoughtfully, leaders can
reduce bias and enhance equity, ensuring AI serves all employees fairly.
Chanakya Thunuguntla, People AI & Analytics Lead at Intuit, shares strategies to
help make fairness a foundational part of your AI approach.
HUMAN INTERVENTION AT KEY POINTS
AI should support, not replace, human decision-making. For example, some
organizations have implemented AI tools for performance feedback but with
built-in safeguards. The AI can help generate feedback based on input data but
cannot submit it without the manager’s review and adjustments. This gives the
manager the final say, promoting fairness while benefiting from AI efficiency.
DIVERSE DESIGN TEAMS
Better identify and mitigate biases baked into the system by involving
individuals from varied backgrounds in the development process. This inclusive
approach ensures AI solutions cater to a wide range of employee needs and
reflect diverse perspectives.
REPRESENTATIVE DATA
AI systems are only as good as the data they’re trained on. The data fed into AI
algorithms must represent all employee groups to promote fairness. This means
carefully curating data sets that reflect diversity in gender, ethnicity,
experience, and other factors. Doing so ensures your AI solutions operate fairly
across all populations, avoiding the risk of reinforcing existing biases.
How to Vet AI Vendors
Direct Vendor Engagement: Ask about bias prevention steps, audit history,
testing, and any litigation involving their tools to assess potential legal
risks upfront. See our list of suggested vendor questions in the AI for HR
Playbook.
Independent Audits: Conduct audits annually to check for biases, as required in
some regions like NYC. Adjust or replace tools as needed.
Contract Negotiation: Ensure contracts with AI vendors include liability
limitations to protect your company.
Insurance Review: Confirm that your Employment Practices Liability Insurance
covers AI-related claims to avoid unexpected liabilities.
A STRATEGIC BLEND OF TECHNOLOGY AND EXPERTISE
If you’re already exploring AI in HR, congratulations! You’re embracing the
future and leading the way in a rapidly evolving field. Thoughtful
implementation ensures you’re both integrating cutting-edge technology and
aligning with the ethical and operational standards that make your organization
– and your teams – thrive. Success comes from blending AI’s potential with the
human touch to confidently and thoughtfully navigate its opportunities. That’s
where LifeLabs Learning comes in, ready to support you on this exciting journey!
Download our AI for HR Playbook
Explore our playbook to learn how to integrate AI seamlessly into your people
strategy while staying compliant, ethical, and human-centered. Download now for
instant access to recommended AI tools for HR, sample vendor questions, and our
toolbox of “human-touch” resources and workshops.
Cassie Davis
Cassie Davis
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