Equity and AI

Equity—the "E" in Diversity, Equity, and Inclusion (DEI)—is perhaps the most complex and least understood aspect of organizational progress. This complexity is precisely why equity should not be entrusted to artificial intelligence (AI). Humans themselves struggle to define and implement equity effectively. It requires a depth of understanding rooted in lived experiences, cultural nuances, and shared human values—elements that AI cannot inherently comprehend or replicate. While AI can process vast amounts of data and identify patterns of disparity, equity demands more than analysis; it requires empathy, contextual judgment, and an ability to navigate the intricacies of human relationships and systemic dynamics. Simply put, if equity eludes even human understanding, it is not a task to delegate to machines.

This does not mean AI has no place in the DEI conversation. On the contrary, AI can excel in supporting inclusion and diversity by uncovering biases, fostering transparency, and enabling better communication within organizations. By focusing on inclusion and diversity—the foundational elements of equity—AI can help create environments where individuals feel valued, heard, and understood. When inclusion and diversity are strengthened, equity often follows naturally, as these efforts address systemic barriers and promote fairness indirectly yet effectively. AI’s capacity to enhance collaboration, identify gaps, and amplify authentic interactions makes it a powerful ally for these goals.

The Hard Truths About Bias in DEI Efforts

Our current reality is riddled with biases. Political ideologies often dominate conversations about inclusion and diversity, framing these efforts through a partisan lens. Whether from the left or the right, this framing can inadvertently exclude the very groups DEI initiatives aim to support. For example, political narratives often simplify complex social issues, reducing marginalized individuals to symbols in a larger ideological battle. This erases the lived realities of those affected by abuse, racism, or discrimination. Also attempts to promote inclusion sometimes backfire, creating exclusivity instead. Policies or actions that focus solely on shallow markers of diversity—such as ethnicity, age, or gender—risk forming echo chambers that exclude diverse perspectives.

These pitfalls highlight how equity is a fragile balance, akin to walking a knife’s edge. When shared values and genuine understanding are absent, even well-intentioned efforts can lead to polarization, conflict, or, at worst, the very inequities they seek to address.

Shared Values, Not Surface-Level Diversity

True equity demands an understanding of human differences that goes beyond superficial categories. Ethnicity, gender, or age are important markers, but they alone do not define the full spectrum of diversity. Real diversity emerges from differences in perspectives, values, experiences, and emotions. These dimensions of diversity are what challenge organizations to grow and evolve, forming the foundation for equity.

When marginalized groups are recognized solely based on shallow categories, the effort to foster equity falters. By contrast, equity flourishes when groups are formed based on meaningful differences—values, beliefs, and lived realities that, while distinct, still foster a sense of shared humanity. This type of inclusion does not divide but unites, transcending surface-level identities to build a genuinely inclusive and dynamic organization.

The Role of AI tools in Inclusion and Diversity

AI can—and should—be a tool for enhancing inclusion and diversity. By analyzing patterns of exclusion, identifying biases, and enabling data-driven decision-making, AI can help organizations support individuals in being their authentic selves. This allows workplaces to nurture the “alive organization,” where every individual’s unique contribution is valued.

For example, tools like Cornerstone OnDemand or Visier People illustrate how AI personalizes professional development and deepens understanding of employee needs. These tools not only enhance operational processes but also promote inclusivity by addressing individual differences and fostering equal opportunities.

AI's semantic capabilities offer opportunities to deepen organizational understanding by highlighting disparities and fostering meaningful interactions. It can provide insights that humans might overlook, offering a mirror to reflect on and address systemic inequities authentically. Tools such as IBM Watson Talent can assist in identifying skill gaps, while platforms like HireVue help reduce biases in hiring, ensuring equal opportunities for growth and advancement. Furthermore, platforms like Workday Adaptive Planning leverage predictive analytics to align workforce needs with organizational goals, reinforcing inclusivity and adaptability in changing markets.

AI can help create environments where equality of opportunity flourishes. By objectively assessing skills and reducing biases in hiring, development, and promotion processes, AI ensures fair access to opportunities. This not only addresses systemic barriers but also fosters a sense of fairness that is foundational to equity.

Equity—the “E” in DEI—remains a complex challenge that requires human interpretation and empathy. Equity is not about universal rules or one-size-fits-all solutions; it’s about context, the ability to navigate complex interpersonal and systemic dynamics, and fostering a shared sense of values. These tasks are inherently human and demand active participation.

Building Equity: A Human Responsibility

To truly address equity, organizations must:

Focus on Shared Values: Move beyond shallow markers of diversity and create spaces where differences in values, experiences, and beliefs are embraced as strengths.

Acknowledge Complexity: Understand that equity is not a straightforward goal. It requires continuous dialogue, self-reflection, and a willingness to confront uncomfortable truths.

Prioritize Empathy and Connection: Equity is built on relationships. Organizations must foster environments where individuals feel seen, heard, and valued for who they truly are.

Integrate AI Thoughtfully: Use AI to support inclusion and diversity by uncovering biases and gaps, but let humans lead the effort to address equity. Platforms such as Workday Adaptive Planning offer predictive analytics to align workforce needs with organizational goals, reinforcing inclusivity while addressing future challenges.

Equality of opportunity is a critical first step in achieving equity. By ensuring fair access to resources and opportunities, organizations create the conditions for individuals to thrive. From there, equity—tailored to unique circumstances—can take root and foster deeper inclusion.

The Fragility and Power of Equity

Equity is powerful yet fragile. It can unite individuals across differences, but without shared values, it can also lead to division. The challenge lies in fostering equity without imposing sameness—to allow individuals to bring their whole selves into an organization while finding common ground in shared humanity.

AI has a role to play in this journey, not as a replacement but as a supportive tool. Building equitable organizations requires the deep, messy, and often uncomfortable work of understanding one another. AI can enhance this effort, but it is a task that ultimately demands our humanity, not just our technology. In the end, equity is not something we can delegate to machines; it is something we must create together.

Portaankorva, L. 2025/01