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Big Interview | Stuart Kennedy, CPO, Cambridge University Press & Assessment
Meet Stuart Kennedy, CPO of Cambridge University Press & Assessment...
Marissa Farrar
Chief People Officer, Turnitin
The plagiarism software platform has introduced an “AI Usage in the Workplace Policy”...
Marissa Farrar
Chief People Officer, Turnitin
The plagiarism software platform has introduced an “AI Usage in the Workplace Policy”...
Years before 2023’s generative artificial intelligence boom brought concerns including the possibility of university students handing in AI-generated essays to their professors, Turnitin’s engineering team had already started developing gen-AI writing detection capabilities.
This early adoption meant the education and academia plagiarism software business was ready to act within months of the launch of ChatGPT, quickly setting up a cross-departmental team responsible for releasing an AI detection feature.
But candidates and colleagues are just as important as customers, and Turnitin’s work hasn’t been limited to the arena of academic integrity. The business has worked equally as hard to ensure ethical AI usage across all stages of the employee experience, which Chief People Officer Marissa Farrar says is “invoking a ton of purpose-centered pride” across her workforce.
In an exclusive HR Grapevine interview, Farrar shares more about the company’s “AI Usage in the Workplace Policy,” AI-centred training at a two-week “Learnfest” extravaganza, and the company’s firm commitment to human-centered business strategy.
How has AI impacted Turnitin externally & internally?
We are humbled by being a recognised innovator in the global education space for over 26 years. Internally, it’s important for us to set an example as a company and show how we can use AI as a tool to strengthen our work.
We’re not only passionate about classroom education, but our Turnitin Value, ‘Passion for Learning’, is embedded within our Company too. We recognise the need to adopt new behaviors, challenge our comfort zones, take calculated risks, and consistently choose the path that best aligns with our vision. We’re committed to continuous education and improvement to ensure that we stay on the cutting edge of the latest technologies.
We want talented contributors to grow with Turnitin, and it’s our responsibility to make sure employees are supported in this process. This means empowering them to unleash creativity, lead with questions, seek new experiences, face challenges head-on, and take risks. We’ve shared guidelines with our team members on how to engage with AI tools at work responsibly.
Has that changed your approach to employee experience and retention?
With any new technology, there's an adoption curve that includes early and late adopters. Today's workforce includes generations of workers who are more digitally native than those at the onset of the Internet, leading to faster experimentation and adoption of AI.
While AI offers several benefits, such as streamlining repetitive tasks and freeing employees to engage in high-impact, creative, and problem-solving work, I acknowledge there's a palpable fear of its implications. These concerns encompass the impact on jobs, privacy, authenticity, originality, critical thinking, and ultimately, truth itself.
Businesses will inevitably lean into the efficiency gains that technology adoption offers. This is a natural part of running any organisation, be it a start-up, personal business, or corporation in this era of work.
It's important that management teams, with HR having a seat at the table, find a balance that factors retraining and redeployment, equitable access to AI tools across teams, and ultimately the preservation of the organisation’s soul.
As we navigate AI-driven transformation, differentiating personal performance and impact matters. So will maintaining the human element, with personalised purposeful connections. Both will be key to ensuring innovation, engagement, and retention in the evolving world of work.
And what about on hiring and the candidate experience?
Similar to employee experience and retention, the possibilities of AI capabilities in hiring are also vast. I believe that with AI, we have the opportunity to enhance the sourcing, communication, and candidate experience. We’ve already seen how machine learning algorithms can sift through resumes and identify key skills and experiences that match job requirements, so it’s likely that these capabilities will continue to expand.
With this in mind, it’s important that we never leave it entirely up to AI. Hiring managers with recruiters should remain heavily involved in the process and utilise AI as an assistant to help them maximise the impact of this work while providing a great experience to prospective candidates.
How are you shaping an inclusive work culture in the age of AI at Turnitin?
Our people are what sets us apart. We remain firmly committed to upholding a culture that celebrates diversity, embraces inclusion, and promotes a sense of belonging. Just as our technology levels the playing field for students, we’re co-creating a culture where diversity of thought and our authentic identities can flourish, ensuring a working environment where everyone has the opportunity to succeed. And, our ‘Global Mindset’ Value, along with our Employee Resource Groups (ERGs), help to bring this to life.
As AI becomes increasingly prevalent in our work and everyday lives, we remain steadfast on human-centered AI. This means putting the human user at the center of research, development, and function.
