DEI and AI: Building systems without bias

Steering the future of DEI and AI

As more companies implement artificial intelligence (AI), issues around bias, security, and transparency continue to present hurdles to responsible, compliant, and equitable AI. This uniquely positions chief DEI officers (CDEIOs) to help their organizations navigate the rapidly evolving AI landscape responsibly and ethically.

Five considerations for chief DEI officers

The findings from a recent survey of chief DEI officers reveal an organizational landscape that can benefit from their expertise and ability to collaborate across the C-suite.

1. Promoting equity-focused AI literacy
   Together with other C-suite leaders—such as chief technology or information officers and chief talent officers—chief DEI officers can create more experiential learning opportunities within the organization, and help the workforce gain a better understanding of AI and how to mitigate risk with a focus on equity.
   
   
2. Actively engaging in the design and implementation efforts
   12% of CDEIO respondents agreed or strongly agreed that their organizations are creating AI roles to foster diverse perspectives within AI teams. These findings highlight an opportunity to improve and incorporate DEI perspectives into AI programs. By drawing from the diverse perspectives and experiences represented in their organizations and markets, chief DEI officers can guide business leaders to take a more equity-centered approach to design and AI deployment.
   
   
3. Prioritizing equity-focused commitments alongside AI investments
   78% of respondents agreed or strongly agreed that their organization continues to uphold its commitment to DEI alongside investments in AI. Leaders  understand the need to keep pace with AI developments —and sustain momentum on their prior DEI aspirations. Alongside stakeholders from information technology, human resources, legal and compliance, finance, and even ethics, chief DEI officers can be the voice of the organization’s mission and priorities, helping to ensure AI tools promote equitable outcomes and organizational commitments.
   
   
4. Evolving DEI strategy as AI matures
   As organizations enhance their AI maturity, it is critical that their strategies, especially those related to DEI efforts, evolve concurrently—and in support of established organizational commitments and aspirations. And as the workforce gains more AI literacy, there is an opportunity for boards and C-suite leaders to collaborate with their chief DEI officers to devise action plans that align with AI initiatives while also mitigating potential risks.
   
   
5. Assessing the impact of AI
   Understanding AI’s positive and negative effects on organizational priorities, like DEI initiatives, is a key component in trustworthy programs. And chief DEI officers can advocate for the increased transparency, impact assessments, and risk mitigation strategies that make those programs effective. In fact, 37% of respondents agreed or strongly agreed that their organizations are implementing impact assessment measures to counter potential biases as they incorporate AI.

For more details on the complexities of DEI, AI, and the emerging role of the chief DEI officer, download the article.