AI Ethics in People Analytics: Balancing Innovation and Unbiased Decision Making
Since computers were first introduced in the workplace in the 1980s, technological advancements have continued to shape the way businesses operate. What once used to be manual processes are now automated and performed with the help of Artificial Intelligence (AI), improving HR efficiency and performance, enhancing transparency and consistency of decision-making, and promoting diversity and inclusion within organisations.
However, to realise these benefits, it is crucial to prioritise ethical considerations in the integration of AI in people analytics. Especially as we continue to use AI to analyse conversations, delve into virtual reality, and even perform skills-based workforce planning, addressing the ethical implications associated with these applications is imperative. Failure to do so can pose significant threats to the integrity of your businesses.
The Ethical Implications of AI in People Analytics
One primary ethical concern in AI-based people analytics is the issue of biased data. AI systems heavily rely on historical data to make predictions and recommendations. If the data used is inherently biased due to historical disparities or systemic inequalities, this will perpetuate bias in AI algorithms leading to discriminatory outcomes.
Therefore, it is essential that despite being hard to test for bias in AI algorithms due to the complex models that often create them, organisations must be aware of the potential implications of machine learning and strive to eliminate any existing biases in their data. A concept easier said than done without the right processes in place.
Navigating Privacy Concerns and Transparency in AI-Driven People Analytics
Privacy and data protection, is another crucial ethical consideration in AI-driven people analytics. As HR professionals collect more employee data through various sources, concerns arise regarding violating privacy protection rights. Employees may feel uncomfortable or violated if they believe they are constantly being monitored, especially if the purpose of data collection is not communicated. And the results could be negative, damaging the employee-employer relationship.
It can also jeopardise the authenticity of the collected data as employees may refrain from being authentic or engaging in open and honest conversations if they feel that access to their data is being monitored.
This brings me to my next point on the lack of transparency and consistency in AI algorithms that can hinder ethical decision-making. 'Black Box' models (models that can't explain their decision-making processes), often common in AI-driven people analytics, may lead to decisions that are hard to explain and understand, obscuring accountability.
We must be mindful of the importance of these issues when integrating AI in HR, as this lack of transparency can make it difficult for organisations to ensure unbiased decision-making and trust in the system.
Promoting Fairness in People Analytics
In their research, consisting of a literature review alongside two case studies, researchers, Bar-Gil, Ron, and Czerniak found that successful AI ethics strategies are those that align the technology with its company culture – from design to development to deployment. They found that successful strategies include:
Code of Ethics
Figure 1: People analytics practitioners recognise the need for transparency in a complex ethical data landscape (Source: Insight222 People Analytics Trends 2022)
Specifically tailored to AI in people analytics, this code should outline principles such as fairness, transparency, security and privacy protection, providing a clear ethical framework for unbiased decision-making.
Professional Legislation
Playing a crucial role in establishing industry and world-wide standards for ethical AI use, advocating for legislation that governs the ethical use of AI in HR can provide a framework for organisations and promote responsible implementation.
Training
Training programs on ethical AI use should be provided to HR professionals and employees. These programs should focus on education, creating a shared understanding of ethical considerations and empower individuals to make responsible decisions when using AI in people analytics.
Ethics Officer or Committee
Appointing an ethics officer or forming an AI ethics committee can be crucial in overseeing ethics in people analytics. This can also be in the form of what Dirk Peterson highlights as a Data Governance Council to "vet all new major projects or technologies and make decisions at the strategic level that balance risk and opportunity."
Therefore all members must be of seniority and come from various sectors of the business. But as Tomas Chamorro-Premuzic, Frida Polli, and Ben Dattner highlight in their Harvard Business Review article: you also need to be investing in ethical AI tools and services. This can include ensuring that your algorithms are regularly tested for bias, using ethical control systems to guide the decision-making process, or working with people analytics technology vendors to ensure compliance and their data security and privacy protection.
Insight222's Comprehensive Framework for People Analytics
But most importantly, you need to set clear guidance and alignment around ethical standards for the collection, analysis, storage, usage, and distribution of employee data. Insight222's Ethics Charter provides a comprehensive six-step framework for achieving ethical AI practices in people analytics.
This Ethics Charter is a highly recommended starting point for organisations to ensure ethical decision-making in people analytics. It provides a set of principles and procedures that companies can use to monitor, assess, and validate the ethical implications of their AI systems, from data collection to model building and deployment.
Essentially, it would help if you started by understanding the business challenge to help you communicate your motives and highlight the benefits of data management to your key stakeholders. This transparency will build trust with employees, ensuring they understand the data collection's purpose and benefits.
You then want to create an effective process and implementation plan to maintain ethical practices in people analytics. This involves defining how data will be collected, analysed, stored, used, and distributed in alignment with ethical principles core values. And then finally, formulate testable questions for each stage of the project to assess potential biases or discriminatory outcomes.
Nurturing Responsible AI Adoption in HR
As AI continues to transform people analytics, ethical considerations become increasingly relevant and important in ensuring fair and unbiased decision-making. Therefore addressing issues of biased data, privacy protection, and lack of transparency in AI algorithms is crucial for promoting fairness and trust within people analytics.
Essentially, in pursuit of balancing innovation and unbiased decision-making, the key is to invest in ethically designed AI technologies, implement effective governance mechanisms, and invest resources in the right training that will equip HR professionals and employees with the understanding necessary to make responsible decisions.
In conclusion, organisations must be ever vigilant when it comes to promoting fairness and trust in people analytics through ethical AI adoption. The goal should be to have organisations use AI responsibly while still achieving desired outcomes efficiently and avoiding any potential harm or unintended consequences of using this technology.
Enable Your People Analytics Leader and Drive Business Success With Our Insight222 Consulting Service
The right partner can help you on this journey. That's why at Insight222, we have created our 'Enable' consulting services to support you in developing a successful people analytics program and empower your new People Analytics Leader. Through this process, we will help clear the path for the new leader by understanding the current state of your people analytics, identifying key stakeholders, and supporting them during their first 100 days.
Our experienced team of people analytics consultants can help you maximise your HR analytics initiatives and unlock greater business value. So, if you're ready to take your people analytics to the next level, contact us today.