AI can boost productivity and economic growth. If used responsibly, it can also make work more meaningful. We’re not always conscious of AI in the technologies we use. Hayfa Mohdzaini explores the role of HR professionals in understanding AI’s presence and potential, as well as the ethical use of AI at work.
A CIPD/HiBob survey conducted on more than 800 UK CEOs revealed that 87% of them were aware AI is present in search engine results, but that only 64% knew it was used in HR systems. The excitement surrounding AI-generated content and the inclusion of generative AI by HR vendors is raising awareness about AI’s prevalence.
AI and the workplace: Potential dangers
We believe work should benefit society and people as much as business and economy. AI can support a good job, by optimising routine tasks or freeing time to do more creative work. However, employers should also be aware of the risks. It is important to avoid using AI or other technologies that harm the company’s values or cause harm.
It can be considered unethical to replace workers with AI, without providing the necessary support to help them upskill and transition to another employment. While some AI-driven jobs will be lost, technology should complement human capabilities.
Oft, the goal of AI is to create more time for rewarding work. When AI changes a person’s job, it is important to rethink the tasks that they perform. Not everyone can think deeply or handle difficult customer questions all day.
Would an employee be more productive with some extra time for rest, learning or volunteering? It is important to include employees in the redesign of their role, because not everyone’s needs are the same. Impacts that are detrimental to wellbeing and engagement can be bad for both the employee and the organization.
AI should be used in recruitment, but it must also be carefully monitored. The bias in the data AI is trained on can lead to candidates who are disadvantaged because of their protected characteristics such as age, race, or sex.
AI can also be used to do things that are illegal and intrusive. This could include collecting and analysing social media profiles of candidates that may contain personal photos and family details.
Grey areas in ethical terms
Employees may be hesitant to accept AI because it falls into a grey ethical area.
Introduce a new way to monitor employee performance. For example, you can measure email usage or the time employees spend on tasks.
Employees may feel that their privacy has been invaded or the data is being used in an unfair way to evaluate their performance.
Employers need to engage in a dialogue with the affected parties to ensure that the measures taken are necessary and relevant to achieve better business results.
HR’s role when adopting AI in an ethical manner
Experts in the fields of people, work and changes are needed to make decisions on technology implementation. They also need to be involved in how this is communicated to staff. HR professionals can take a long-term perspective on the effects of AI and the jobs that people will have, while also considering the immediate impact.
HR should support the development of a culture which supports AI in a responsible way, aligned with organisational values. It is important to offer upskilling or reskilling options and provide a safe environment for employees who want to share their knowledge.
Before considering redundancies, consider retraining and redeploying workers in the organization if it is clear that there will be a replacement for their job.
It is important to consult employees before, during, and after making any changes in the way they do their work, particularly if you want to assess impact.
Do we need a code of ethics for AI?
HR professionals can provide guidelines that will help people decide when and how AI should be used. They could include examples of acceptable and inappropriate use, as well as the possible consequences of doing things incorrectly.
Existing company policies may cover the risks AI poses, but a specific AI code of ethics or policy may help provide clarity and avoid making wrong assumptions.
Included in this category are:
- The need for AI, the expected behaviour of employees and the fact that AI should be rooted in an organisation’s values and culture
- A guide to responsible AI use. AI is not a substitute for human decision making.
- Transparency is needed about the use of AI.
- Recognition of bias in AI systems, and measures to mitigate it
- What systems are safe to use and what data protection and security measures is the organisation taking?
- How to raise concern about AI
The CIPD has released guidance on creating an AI policy as well as selecting the right technology for you organisation.
The AI code of ethics should clearly define what an organisation means by a responsible use of AI, which benefits employers and employees.
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