By Kate Hindes, Social Media Manager TAtech
Big news this week on the important role HR professionals will play in an increasingly complex and technological workplace. Forget about asking for a seat at the table; now’s the time to take our seat at the head of the table. Here’s the proof for such an audacious statement.
The SHRM INCLUSION conference gathered over 2,000 human resource professionals and leaders, featuring discussions on inclusion, civility, and diversity, and emphasizing the importance of values and respect—even when views drastically differ. A call-to-action was introduced, aiming for 1 million civil conversations at work in 2024 to address global conflicts. Focusing on creating thriving workplaces for employers and employees, Rich Tafel, pastor and CEO of Public Squared, stated that organizations should "work towards building a more inclusive work by connecting those with opposing world views – and described how HR professionals can use this practice in the workplace."
Coming on the heels of a first-of-its-kind executive order issued by President Biden on AI in the workplace, crucial conversations amongst different silos in an organization are now more important than ever. President Biden's order directs agencies to establish comprehensive AI policies while focusing on preventing discrimination and bias in AI tools employed for decisions like housing, benefits, job qualifications—and hiring. The order also promotes the hiring of AI professionals in the government and elevates recruiting to do that quickly. Various agencies will develop standards for AI model testing and address AI threats to critical infrastructure, including cybersecurity risks.
According to HRExecutive, HR will play a strategic role in the Executive Order, prioritizing security, privacy and bias prevention. The publication quotes Steve Boese who opined that "The widespread adoption of AI technology for HR functions have recently drawn the attention of federal agencies such as the Department of Justice and the Equal Employment Opportunity Commission, which are interested in how these AI technologies could influence hiring and other decision-making processes."
The Executive Order also emphasizes HR's role in ensuring secure, unbiased AI development. It calls for international governance and covers privacy, bias issues, and competition in AI. HR must address these concerns and prepare for AI's impact on workforce dynamics and decision-making processes—for the success and security of America.
All of this activity coincides with a brand-new HR law—straight out of the East. New York City's new anti-AI bias law requires employers to audit AI tools used in hiring and promotions annually to eliminate unintentional biases. It mandates transparency and notifications to candidates or employees residing in NYC. The law aims to prevent unintended bias without outlawing AI tools.
If your organization is looking for tools that can help you ensure your employer adheres to the new regulations and gives you the authority to create a more civil workplace, check out the TAtech-specific resources featured in the TAtech Buyer's Guide. The Guide only lists solution providers with both state-of-the-art talent technology and a commitment to abide by the TAtech Code of Ethics. This continuously updated resource ensures you make informed decisions when choosing vendors and tools for hiring and recruitment. It covers a wide range of products, from job boards, ATS platforms and chatbots to programmatic solutions and recruitment advertising and marketing agencies. The Guide is open to the public and free to use, so explore it to find reliable and effective solutions. Check it out here.