Antecedents of Enhancing Diversity and Inclusion with AI Tools—An HR Perspective

Connie Zheng () and Uta Wilkens ()
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Connie Zheng: University of South Australia
Uta Wilkens: Ruhr University Bochum

Chapter Chapter 12 in The Palgrave Handbook of Breakthrough Technologies in Contemporary Organisations, 2025, pp 147-160 from Springer

Abstract: Abstract This chapter examines the conditions under which AI-based decision support tools can effectively assist Human Resource (HR)/line managers in achieving the organisational DEI goals. The analysis contributes to the discourse on addressing the challenges of neglecting minorities either caused by biases of human decision-makers or by AI tools. The findings are based on qualitative interviews with 13 HR/line managers in Australia and Germany. The study reveals that the reasons for implementing AI decision support tools and the antecedents leading to diversity-increasing user behaviour need to be considered separately. Mitigating risk factors such as technical biases is crucial before purchasing AI. When AI-supported tools are used for recruitment decisions, achieving DEI goals depends on the purpose of AI usage (quantitative or qualitative needs), the diversity consciousness, and AI literacy of the users. It is not the tool itself but the human-AI interaction that makes the difference.

Keywords: Artificial intelligence (AI); Australia; Diversity; Equity & Inclusion (DEI); Human Resource Management (HRM); Germany; Recruitment decision (search for similar items in EconPapers)
Date: 2025
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-981-96-2516-1_12

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DOI: 10.1007/978-981-96-2516-1_12

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