The Powers & Pitfalls of Artificial Intelligence

Artificial intelligence is playing an increasing role in all aspects of human resources systems and everyday practices. Often, technology is making decisions before people are making them. But can technology be used to minimize unconscious bias in HR operations? Or does it reinforce stereotypes, and sabotage a company’s diversity, equity, and inclusion (DEI) strategy? If you are curious about these questions, consider attending an upcoming webinar I'll be co-facilitating with my friend and colleague, Bernadette Smith, on Wednesday, January 31 at 12 pm PT.

We customized this webinar specifically for IT & HR members from the International Association for Human Resource Information Management (IHRIM). Together, we will create an open and interactive learning environment designed to understand why AI is being used in HR systems, and how to leverage it to effectively to overcome unconscious bias in HR practices. Participants will have the opportunity to specifically:

  • Understand why more HR professionals are leaning on AI to streamline processes
  • Gain a foundational understanding of what unconscious bias is
  • Identify the limitations of AI, and understand that it's not a panacea
  • Review available strategies enabling AI to overcome unconscious bias
  • Commit to one personal action to train AI to account for changes over the long run
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The webinar will explore some of the challenges that arise with transparency and accountability when using AI to make HR decisions that impacts our lives and well-being. Transparency is important given that most algorithms driving AI decision-making are opaque, making it difficult for outsiders to understand how they are constructed. The webinar will highlight best practices and organizations committed to AI transparency and accountability.

If you want to use AI to identify and actively eliminate bias in HR systems, consider registering for this upcoming webinar. Together we'll learn ways to proactively ensure AI algorithms can help us understand where our unconscious biases show up at work, and where systemic biases live within our organizations systems and processes. Ultimately, we have the power of ensuring that the algorithms driving AI technology in HR systems embrace the GIGO concept (good in, good out).

Rhodes Perry

Rhodes Perry is a nationally recognized expert on LGBTQ and social justice public policy matters, with two decades of leadership experience innovating strategy management, policy and program solutions for corporations, government agencies, and non-profit organizations. At his core, Rhodes is an entrepreneur, where he most recently established Rhodes Perry Consulting, LLC, a national diversity and inclusion consulting firm that uses an intersectional approach to collaborate with leaders on creating solutions in the practice areas of strategy management, issue advocacy, and stakeholder engagement. Previously, Rhodes founded the Office of LGBTQ Policy & Practice at the New York City Administration for Children’s Services, and prior to this assignment he served as the founding Director of Policy at PFLAG National where he led the policy strategy and advocacy efforts for the organization’s 350 chapters. He cut his teeth serving as a Program Examiner at the White House Office of Management & Budget, where he improved upon federal benefit programs designed to provide assistance to low-income communities. Rhodes earned a Bachelor of Arts in Economics and Gender Studies from the University of Notre Dame, and obtained a Master of Public Administration from New York University.