Tech bias | AI can make our workforce diverse, if we use it correctly

As a HR practitioner, you might be wondering if you should integrate the use of AI into your recruitment process.

AI is quickly colouring the recruitment space, with candidates using the likes of ChatGPT to write their CV and cover letter, while AI tech providers promise platforms that can increase efficiency, speed and the diversity of a workforce.

It’s become widely accepted that diverse workforces are the key to success, leading to greater levels of innovation and profit. A study from 2019 found that more diverse companies are more likely to outperform their less diverse peers, showing that more than just social and ethical benefits, there is a strong business case for wanting to recruit candidates from diverse backgrounds. With this in mind, can AI aid our journey to recruiting more diversely? Or are there some challenges that need to be ironed out?

Taking bias away

Supporters of AI scream about its potential to alleviate bias from the recruitment process. Whether we like it or not, it’s impossible to take bias out of anything. Even with a heap of ‘unconscious bias training’, this type of bias is ‘unconscious’ because it’s difficult to identify, making it ambiguous.