How AI will increase workplace diversity

How AI will increase workplace diversity

Overview

  • Total sources processed: 10
  • Avg. source length: 1537 words
  • Avg. links per source: 20 links

Sources

  • How AI will increase workplace diversity | Q&A with Vinod Kumar, CEO of Tata Communications | Internet of Business (internetofbusiness.com)
  • 5 Recruiting Tips To Increase Diversity In the Workplace | Ideal (ideal.com)
  • 5 Incredibly Easy Ways to Increase Workplace Diversity This Year (brazen.com)
  • Can these tech tools fight gender bias and increase workplace diversity? (techrepublic.com)
  • Diversity in the Workplace: 50 Articles on Benefits, Advantages, More – Wonolo (wonolo.com)
  • Workplace diversity will soon include artificial intelligence (phys.org)
  • 4 Simplest Ways to Improve Diversity in Your Organisation (socialtalent.com)
  • LinkedIn is using AI to make recruiting diverse candidates a no-brainer (businessinsider.com)
  • Eight tips to increase diversity (theglobeandmail.com)
  • What AI can do to improve workplace accessibility for employees with disabilities (siliconrepublic.com)

Topics

Topic categories: Artificial Intelligence – Human Resources – Executive Leadership & Management – Technology Industry – Job Market

Concepts: Hiring Process – Diverse Candidates – Gender Diversity – Diverse Workplace – Unconscious Bias Training – Candidate Pools – Cognitive Diversity – Employee Resource Groups – Ethnicities – Diverse Companies – Employer Branding – Harvard Business Review – Diverse Talent – Diverse Workforce – Human Biases
Entities: Deloitte- Google- Glassdoor- Microsoft- Linkedin- Apple- Amazon – Boris Groysberg

Highlights for top topics

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Hiring Process

  • “In tech companies, things are not getting better nearly as fast as they should,” said Laura Mather, founder and CEO of Unitive , software created to remove unconscious bias in the hiring process . “Silicon Valley claims to be a data-driven society. But we look at the data and see not much has changed, yet continue with the same behavior, thinking that if we keep training people it will go away.” (techrepublic.com)
  • Human error in the hiring process can inhibit diversity on teams, and as companies shift towards using artificial intelligence in hiring, algorithmic bias can as well. To address this, LinkedIn is launching new features within its new Talent Insights product. The diversity insights will be available in the U.S. on Wednesday and will roll out globally in the near future. (businessinsider.com)

Diverse Candidates

  • Summary: 5 recruiting tips to increase diversity in the workplace Tip #1: Use tools to address recruiting bias such as AI recruiting software that automates sourcing and screening for you Tip #2: Use the “two in the pool” effect to increase the odds of hiring a minority candidate Tip #3: Encourage referrals from diverse employees to increase the diversity of your pipeline Tip #4: Include diversity in your employer branding to attract diverse candidates Tip #5: Tie recruiting performance to diversity outcomes to increase accountability (ideal.com)
  • Three key points we like from How to Foster Diversity in the Workplace: Hire a diverse workforce to build a more successful business that benefits from employees’ differences A diverse workforce provides different perspectives and approaches that lead to solving your business’ most challenging issues To increase diversity in the workforce, begin with an assessment of your needs and begin looking for diverse candidates both locally and online (wonolo.com)

Gender Diversity

  • In the US, for every 10% increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8% . In the UK, for every 10% increase in gender diversity , EBIT rose by 3.5% . The business case for diversity and inclusion is the strongest it’s ever been. But today, we still see ethnic minorities being underrepresented at senior levels (in management and at board level) in organisations, and many minority groups are still regularly subject to bias in performance and recruitment processes. (socialtalent.com)
  • Three key points we like from Why Diversity Matters: Companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians Diverse companies are in a better position to win top talent and improve customer satisfaction, employee satisfaction, and decision making Racial and ethnic diversity has a stronger impact on financial performance in the U.S. than gender diversity (wonolo.com)

Diverse Workplace

  • Three key points we like from ‘Diversity’ Is Rightly Criticized As An Empty Buzzword. So How Can We Make It Work?: Diversity only can be productive when companies put thought into how to invite and control the resistance against accepted norms Companies need to be prepared to deal with a hefty amount of skepticism when working toward creating more diverse workplace s Companies need to support workers they hire when creating a more diverse workforce because they become representatives of diversity and shoulder much of the resistance and pushback themselves (wonolo.com)
  • Three key points we like from Advantages of Cultural Diversity in the Workplace: Companies that manage diversity well incorporate cross-cultural diversity and inclusion training to ensure everyone feels validated and important regardless of his differences Proactive companies manage and promote diversity, which improves morale and promotes positivity in the workplace Culturally-diverse workplace s empower companies to expand into worldwide markets and better mimic the communities they serve (wonolo.com)

Unconscious Bias Training

  • Three key points we like from A Workplace-Diversity Dilemma: The theory that women and minorities in leadership roles can promote diversity from within does not match research findings that men more successfully do so Understanding and respecting different cultures, valuing working with a diverse group, and being comfortable managing people of diverse backgrounds demonstrate a commitment to diversity Companies should ensure that a large number of women and minorities are considered for hires and promotion and should offer unconscious bias training (wonolo.com)
  • As a fix, industry leaders such as Apple, Intel, Google, and others spent millions of dollars in recent years on diversity initiatives and unconscious bias training . But, several studies show that this training usually does not increase workplace diversity. Even worse, another study found that raising awareness of bias can actually strengthen it. (techrepublic.com)

Candidate Pools

  • The 3 big takeaways for TechRepublic readers Women working in professional computing dropped to 25% in 2015. Several startups that launched in the past few years hope to get more women hired in the field using algorithms to diversify candidate pools . These companies offer service that analyze job posts, interview methods, salary offers and performance management systems for gender bias. Though these tools may be part of a solution to increase diversity, tech managers must also examine factors such as how the algorithms work and talent pipeline issues in order to draw the best candidates from all backgrounds. (techrepublic.com)

Cognitive Diversity

  • Three key points we like from Use cognitive diversity to Get the Most Out of the Workplace: Don’t make fairness the goal of workplace diversity; greater workplace diversity gives more people a chance to be considered for positions and creates a smarter, more motivated workforce void of artificial entry barriers Cognitive diversity is a critical component of a broader, more productive workplace because organizations hire and promote workers who think differently Teams comprised of diverse thinkers are better equipped to understand the needs of the customer (wonolo.com)
  • “One unique outcome from the study is a vision of a future system that could provide an ongoing AI-based ‘devil’s advocate’. That’s consistent with the theme of multiplicity, where AI supports humans by providing a novel cognitive perspective. What is transformational about multiplicity is that it can enhance cognitive diversity , combining categories of intelligence in new ways to benefit all workers and businesses.” (internetofbusiness.com)

Deloitte

  • Analysis: Chris Middleton Read more:  Enterprise AI booming – but as tactical, not strategic tool: Deloitte Read more:  Robotics, AI will create 58 million jobs, decimate middle-class careers: World Economic Forum Read more:  AI bubble set to burst, says critical analyst report Read more:  Prove that AI works with real examples, say consumers: Industry report Read more:  PwC: AI will create more jobs than it destroys. But is it right? | Special report Read more:  Cybersecurity: Nearly as many organisations see AI as foe, not friend (internetofbusiness.com)
  • Juliet Bourke, Stacia Garr, Ardie van Berkel, and Jungle Wong’s Deloitte University Press article on diversity in the workplace states that diversity and inclusion in the workplace are CEO-level issues but companies face frustration and challenges in handling them. As the authors put it, there is a gap between intention and reality. (wonolo.com)

Employee Resource Groups

  • You need all of your people to feel like they can contribute and share their ideas with the wider business and be heard.  One of the best ways to help them do that is to encourage your employees to establish resource groups. For example, Pepsico have a grand total of 11 employee resource groups including ones for women, veterans and even those with hearing impairments. CEB have groups for women, people of colour, veterans and LGBT. Read more about how these groups have helped CEB to improve diversity and inclusion in their organisation here . (socialtalent.com)
  • The importance of mentoring is well known but the researchers also highlight employee resource groups , when various subgroups who share an affiliation get together, such as women or people of the same ethnicity. Top managers should express support for such groups. “It gives them a voice, a sense of community, and a place where they can discuss the undiscussables,” Prof. Groysberg said. (theglobeandmail.com)

Ethnicities

  • Three key points we like from Cultural Diversity in the Workplace, Part 1: Cultural competence is the most important skill for effective work performance in the 21st century Companies need to establish a cultural competence that results in employees having the ability to understand, communicate with, and effectively interact with people from various cultures and then work with varying cultural beliefs and schedules Keep in mind that people of different races, ethnicities , and religions communicate differently, view team-building differently, view time differently, and celebrate different holidays (wonolo.com)
  • Training and educating in the importance of diversity is particularly important when it comes to recruitment. We all have unconscious bias that cause us to automatically view people of different races, ethnicities , genders, ages, sexualities and socio economic backgrounds a particular way. Recruiters in particular cannot afford to let these bias cloud their judgement when it comes to selecting the right candidate for the job. Therefore, it is very important that recruitment teams undergo training to help them identify their own biases and how to tackle them. (socialtalent.com)

Statistics

  • “Eighty-one percent of business leaders agree that demographic diversity in the workplace is important, and 90 percent believe that cognitive diversity is important for management. (internetofbusiness.com)
  • In the report, you say that 75 percent of executives say AI will create new roles in the business. (internetofbusiness.com)
  • A Forbes Insights survey found that senior executives are held accountable for their diversity and inclusion programs performance through a variety of metrics such as: 66% performance reviews 51% bonuses 48% business/department reviews 42% salary increases 41% promotions (ideal.com)
  • A Glassdoor survey found 67% of job seekers believe diversity is an important factor when considering companies and job offers, whereas 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates. (ideal.com)
  • 68% of companies they surveyed measure and monitor diversity and inclusion in their recruiting. (ideal.com)
  • According to Deloitte’s new diversity and inclusion maturity model, only 12% of organizations have achieved a truly inclusive culture. (ideal.com)
  • Deloitte’s research finds diverse and inclusive workplaces are: 2x more likely to meet or exceed financial targets 6x more likely to be innovative 6x more likely to anticipate change and respond effectively 30% higher in revenue generated per employee (ideal.com)
  • A Software Advice survey found that 51% of job applicants are more attracted to job postings that contain images and videos. (ideal.com)
  • Deloitte suggests that one way to do this is to tie compensation to diversity and inclusion outcomes, a practice only 6% of companies they surveyed do. (ideal.com)
  • Using social media platforms like Twitter , where almost 40% of users are between the ages of 18 and 30, and LinkedIn , where 60% of users are aged 30-65. (brazen.com)
  • Women held 25% of professional computing occupations in 2015, according to the National Center for Women & Information Technology —down from an all-time high of 36% in 1991. (techrepublic.com)
  • Yet, the percentage of women among US tech workers has steadily declined over the past two decades. (techrepublic.com)
  • In response to the federal government’s Hack the Pay Gap effort, Accenture developed a prototype to address gender pay issues among freelance workers—a growing problem, since over 40% of the US workforce will be part of the freelance labor market by 2020, according to a study by financial services company Intuit. (techrepublic.com)
  • The 3 big takeaways for TechRepublic readers Women working in professional computing dropped to 25% in 2015. (techrepublic.com)
  • In the US, for every 10% increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8% . (socialtalent.com)
  • In the UK, for every 10% increase in gender diversity, EBIT rose by 3.5% . (socialtalent.com)
  • Diverse companies now outperform non-diverse companies by a whopping 35% ! (socialtalent.com)
  • Companies in the top quartile for racial and ethnic diversity are 35% more lik ely to have financial returns above their respective national industry medians. (socialtalent.com)
  • While companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians. (socialtalent.com)
  • A positive leader will inspire 100% effort from everybody” . (socialtalent.com)
  • Groysberg found in other research to be lacking for women compared with men. (theglobeandmail.com)

Summaries

How AI will increase workplace diversity | Q&A with Vinod Kumar, CEO of Tata Communications | Internet of Business (internetofbusiness.com)

  • Telecoms and networking giant Tata Communications recently published a report,  Cognitive Diversity: AI & the Future of Work , which explores these issues.
  • One in which systems of diverse combinations of humans and machines work together to innovate and respond rapidly to complex problems.
  • As AI frees up more of employees’ time, stronger teams will be formed as individuals within them devote more time to identifying new ways to add value, spend more time with colleagues, and build deeper relationships.
  • In the future, candidates could be hired for multiple roles at the same time, using technology to map the talent opportunities within a company, given a candidate’s talent and interests.
  • As well as enhancing customer experience and engagement, AI can help humans by automating tedious or repetitive tasks and also provide new justification for the need to expand diversity in teams.

5 Recruiting Tips To Increase Diversity In the Workplace | Ideal (ideal.com)

  • Tip #1: Use tools to address recruiting bias
  • Tip #2: Use the “two in the pool” effect
  • Tip #3: Encourage referrals from diverse employees
  • Tip #4: Include diversity in your employer branding
  • Tip #5: Tie recruiting performance to diversity outcomes

5 Incredibly Easy Ways to Increase Workplace Diversity This Year (brazen.com)

  • The following tips can help your HR team answer questions about the meaning of diversity, and how to recruit and retain a dynamic and diverse workforce.
  • You want to hire someone who is going to succeed at the job you hire them for, but that doesn’t necessarily mean they need to have experience in the same job position, in the exact industry, from a similar company.
  • Workplace diversity takes many forms, some of them being ability and experience.
  • Use references as an opportunity to ask questions about how an applicant has demonstrated (or not) the values your company prizes and skills required of the job.
  • Assist in evaluations of resumes, qualifications, and job skills.

Can these tech tools fight gender bias and increase workplace diversity? (techrepublic.com)

  • As tech giants release employee statistics and draw criticism against their overwhelmingly white male ranks, a number of startups launched in recent years aim to offer more blind hiring practices and increase numbers of women and minorities at companies.
  • These span from job posting tools like Textio , which analyzes job postings for gender bias, to Ellen Pao’s Project Include , which focuses on managing talent once it’s in-house.
  • Gender bias often creeps into not only hiring practices, but employee performance reviews, with women less likely to be marked as having leadership potential, said Gabby Burlacu, human capital management researcher at SAP SuccessFactors , a program that aims to objectively assess employee potential and identify, develop, and retain talent.
  • SuccessFactors offers a Calibration tool designed to help managers with performance management.
  • These companies offer service that analyze job posts, interview methods, salary offers and performance management systems for gender bias.

Diversity in the Workplace: 50 Articles on Benefits, Advantages, More – Wonolo (wonolo.com)

  • The article also explains that diversity plays a key role in growing a strong, inclusive economy that will last over time.
  • Writing for the Harvard Business Review, Frank Dobbin, Harvard University professor of sociology, and Alexandra Kalev, Tel Aviv University associate professor of sociology, take an in-depth look at why diversity programs are failing to increase diversity.
  • As the guide points out, promoting diversity benefits the bottom line but companies must approach the hiring process holistically and take an active role in helping diverse workers feel comfortable and adjust to the work culture in order to curb turnover.
  • Alison Griswold’s Business Insider article raises an important point about diversity in the workplace: it goes beyond gender and race and ethnicity and religion and includes diversity of thought.
  • Wormley also reminds readers that diversity goes beyond culture and includes ideas.
  • As Walsh points out, hiring a diverse workforce is just one step; creating a company culture that supports it and is inclusive enough to make people want to stay is another.

Workplace diversity will soon include artificial intelligence (phys.org)

  • Workplaces that include artificial intelligence (AI) will soon be reality, say researchers who believe the rise of AI in all areas of life is not only inevitable, it’s set to reshape the way we think about consciousness and human identity.
  • Michael Harré (PhD ’09), AI enthusiast and lecturer in Complex Systems at the University of Sydney, believes living and working with AI will force us to reassess basic assumptions about our sense of self.
  • Though movies often feature robots with sophisticated AI minds, that combination is still a distant possibility.
  • For Harré, it’s not just the computational power of AI that is useful, it’s the potential of a future in which we will work with and interact daily with AI personalities – and he is excited about the diversity of viewpoints this implies.
  • Despite the pervasive fear that technology will innovate whole careers out of existence, Harré believes that people who are flexible and open to learning will continue to be in demand.

4 Simplest Ways to Improve Diversity in Your Organisation (socialtalent.com)

  • Get leaders and employees with influence to set a good example
  • Communicate the diversity policy regularly and clearly
  • Train and educate
  • Allow minority groups to have a voice

LinkedIn is using AI to make recruiting diverse candidates a no-brainer (businessinsider.com)

  • The professional social network is rolling out new features on Wednesday to help companies notice and hire diverse job candidates so that they don’t miss out on potential talent.
  • The new artificial intelligence features will be incorporated into LinkedIn’s Talent Insight product, aimed at recruiters, and will focus on gender diversity.
  • LinkedIn will track what happens in the hiring process with regards to gender, showing companies reports and insights about how their job postings and InMail are performing on this.
  • To address this, LinkedIn is launching new features within its new Talent Insights product.

Eight tips to increase diversity (theglobeandmail.com)

  • 1. Measure diversity and inclusion
  • 2. Hold managers accountable
  • 3. Support flexible work arrangements
  • 4. Recruit and promote from diverse pools of candidates
  • 5. Provide leadership education
  • 6. Sponsor employee groups and mentoring programs
  • 7. Offer high-quality role models
  • 8. Make chief diversity officer position count

What AI can do to improve workplace accessibility for employees with disabilities (siliconrepublic.com)

  • Artificial intelligence (AI) – and technology more generally – has already changed the workplace to make it more accessible and inclusive for employees with intellectual, visual, hearing and mobility disabilities, and it has the potential to do so further with technological developments.
  • The use of AI not only benefits employees with disabilities, but also employers and workplaces as a whole, creating a more diverse and inclusive workplace.
  • Section 16 (3) of the acts requires employers to provide reasonable accommodation to an employee with a disability.
  • AI can assist employers in providing this reasonable accommodation to employees with a disability and can also perhaps limit the disproportionate burden on the employer.
  • AI advances in areas such as predictive text, speech-to-text transcription, and voice and visual recognition can assist employees or potential employees with disabilities.

Links

twitter.com

ideal.com

businessinsider.com

hbr.org

phys.org

williamfry.com

smallbusiness.chron.com

prnewswire.com

techrepublic.com

successfactors.com

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