AI and DEI are at a crossroads.
DEI programs are under scrutiny as the corporate and governmental landscapes are shifting. While some companies are deprioritizing DEI due to political and economic pressures, others are recognizing that true inclusivity fuels innovation and competitive advantage.
Meanwhile, major corporations are pioneering AI-driven recruitment platforms that analyze resumes, conduct initial screenings, and predict candidate success. However, these systems often operate as “black boxes,” raising critical questions about transparency and fairness in hiring decisions.
This technological shift carries profound implications for workplace diversity and inclusion. Access to AI tools and training could either democratize success or deepen existing inequalities.
Teaching technology to be inclusive
“The moral outsourcing of hard decisions to machines does not solve the underlying social dilemmas,” MIT Professor and author of UnMasking AI, Dr. Joy Buolamwini, has said.
Many professionals from underrepresented communities express concern that they're competing not just with other candidates, but with AI systems that were primarily developed by teams that don't reflect their experiences.
The Black community's skepticism toward facial recognition technology has led many Black-owned corporations to minimize its use in their hiring processes. This hesitation reflects broader concerns about AI bias and the need to balance automation with human judgment to ensure both efficiency and equity.
For both the hiring, and the hired, the ability to create, manage, and collaborate with AI assistants is becoming as essential as computer literacy was a generation ago. But making AI truly inclusive requires intentional effort. Companies need to prioritize transparency in how these systems work, ensure diverse teams are involved in their development, and regularly audit AI-driven decisions to catch and correct biases. Without these steps, AI risks reinforcing the very inequalities that DEI initiatives aim to address.
The global divide
The international approach to AI governance is markedly different from that of the U.S. At the Paris AI Action Summit, President Emmanuel Macron’s €109 billion investment underscored a commitment to ethical AI governance with diversity and transparency at its core. Meanwhile, in the U.S., DEI policies are being scaled back, raising concerns about how AI will be integrated into workforce decisions.
This global divide poses critical questions:
- If other countries are prioritizing ethical AI governance, how will American businesses compete globally?
- What are the long-term consequences of protecting AI more than people?
- How can AI fill the gaps left by declining DEI efforts in the U.S.?
The reality is that AI is already shaping the workforce of the future. Companies that fail to integrate ethical AI and inclusive hiring practices risk losing out on top talent and innovation.
Building an inclusive AI future
At the Black AI Think Tank and National Black AI Literacy Initiative, where I serve as founder and CEO and founder and director, respectively, we're working to bridge the gap between technological advancement and social equity. Our efforts highlight the importance of fostering dialogue between innovation and inclusion.
The literacy groups occur regularly, with quarterly events and an annual event before Juneteenth. Both the weekly meetings of the Black AI Think Tank and the National Black AI Literacy events serve to inform and empower individuals.
Without this essential conversation, the consequences could be devastating. The absence of diverse voices in AI development risks creating systems that reinforce historical biases, excluding marginalized communities from its benefits. However, by fostering inclusion, AI can become a tool for empowerment and progress, driving innovation and expanding opportunities for all.
Meanwhile, all individuals can adapt to this new landscape by acquiring AI skills through platforms like Coursera, Udacity, and edX. Engineers, in particular, are at the forefront of developing AI systems that aim to be both sophisticated and fair. Many universities now offer AI courses toward various AI certifications.
This upskilling trend aligns with most forecasters' predictions about the increasing importance of AI literacy in the workforce. Organizations that prioritize AI education within diverse communities will help ensure that underrepresented professionals are not left behind in the workforce transformation.
AI can also reinforce DEI efforts when used correctly. It can:
- Detect pay disparities and inequities in promotion patterns
- Identify biased hiring language and suggest inclusive alternatives
- Support diverse mentorship programs using AI-driven career development tools
But these benefits will only be realized if organizations are intentional about using AI to enhance equity—not just efficiency.
Looking ahead
We're at a pivotal moment in the intersection of AI, hiring, and DEI. Artificial intelligence has become a “superpower,” capable of engaging with us in real-time and enhancing how we work and live. As DEI programs are scaled back, AI presents a unique opportunity to advance inclusivity and address issues in ways we haven’t yet explored.
The challenge now comes down to, as it always does, us. People. Will we pivot to stay ahead? Perhaps start with a simple prompt: “List AI tools and strategies to transform talent acquisition for merit-based hiring in today's evolving market - focus on efficiency, skills assessment, and reducing bias through data-driven decisions.” Or, “Show me how AI can enhance equitable hiring practices while maintaining human connection and finding exceptional talent from all backgrounds.”
AI will not fix systemic inequities on its own. It is a tool—one that can either reinforce exclusion or drive inclusion. Success will depend on our ability to create frameworks where technological progress and social equity reinforce rather than undermine each other. It may start here, “Hey ChatGPT, what do you think about ____?”