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Could chief diversity officers tackle companies’ growing AI decisions?

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Summary

The effectiveness of Chief Diversity Officers (CDO) has come under fire in the past two years, with many resigning or being fired. As companies invest in generative artificial intelligence (AI) and DE&I goals, CDOs have the potential to renew their importance. AI can be used to decrease economic inequality, spot trends, and send surveys focused on inclusion and belonging. DE&I experts have failed to collect data for DE&I goals. CDOs should focus on the algorithm being used, ethical guidelines, and the team developing the AI models. They should also ask meaningful questions to staff about how they want to develop their own careers with the use of new technologies.

Q&As

What are the potential implications of having a single CDO responsible for DE&I?
The potential implications of having a single CDO responsible for DE&I include the effectiveness of the role coming under fire, high-profile DE&I executives resigning or being fired, and thousands of diversity-focused workers being laid off.

How can AI be used to improve diversity and reduce economic inequality?
AI can be used to improve diversity and reduce economic inequality by lowering the productivity gap between high and low performing workers, automating complex tasks, and lowering barriers to entry for some professions.

How can CDOs get involved in decisions around AI technologies?
CDOs can get involved in decisions around AI technologies by focusing on what type of algorithm the AI platform is using, whether it is using internal or external data, what ethical guidelines are being used to validate its findings, and who is on the team when developing the AI models.

What ethical guidelines should be used when developing AI models?
Ethical guidelines that should be used when developing AI models include using predictive analysis and testing the model to identify any bias.

How can companies ensure meaningful questions are asked of staff about developing their careers with AI?
Companies can ensure meaningful questions are asked of staff about developing their careers with AI by involving them in the process of AI selection and assessment, and by bringing people with different lived professional experiences to committees, councils, and vendor selections.

AI Comments

👍 This article provides a great overview of the potential role of Chief Diversity Officers in tackling companies' growing AI decisions. It further offers insight into the importance of involving a diverse range of people in the development of AI models.

👎 This article fails to provide any solutions to the problem of AI decisions in companies, and does not address the potential risks of having a single role responsible for moving the needle on DE&I targets.

AI Discussion

Me: It's about how Chief Diversity Officers (CDO) could be responsible for tackling companies' growing AI decisions. It talks about how AI can impact marginalized groups and how CDOs should be involved in AI decisions. It also talks about data collection and ethical guidelines for AI in DE&I.

Friend: Wow, that's really interesting. I hadn't realized how much AI could impact marginalized groups. What are the implications of this article?

Me: The article implies that CDOs should take a more active role in AI decisions since they are familiar with bias and fairness. It also suggests that AI can help reduce economic inequality by lowering the productivity gap between high and low performing workers. Lastly, it suggests that CDOs should focus on the type of algorithms used by AI platforms and who is on the team developing the AI models to ensure that it is not biased.

Action items

Research the current AI vendors in the market and assess their ethical guidelines and potential for bias.
Reach out to other DE&I experts to discuss the potential of AI to decrease economic inequality and lower barriers to entry for certain professions.
Develop a plan for involving staff in the AI decision-making process, including collecting data to build a business case for DE&I.

Technical terms

DE&I: Diversity, Equity, and Inclusion.
CDO: Chief Diversity Officer.
AI: Artificial Intelligence.
Local Law 144: A law in NYC that requires a bias audit on any automated employment decision tool prior to its use.
Generative AI: Artificial Intelligence used to generate new data or content.
Charter: A media and services company focused on the future of work.
Highspot: A sales enablement platform.
Included: An AI-driven people analytics platform.
Phenom: A global HR tech company.
Greenhouse: A hiring operating system.