Headlines reporting the use of AI for recruiting abound. Having seen in previous articles how individuals and organizations can overcome biases, I invite you to the next level: how AI sheds a new light on discrimination in a diverse workplace.
Recruiting, evaluations and engagement are ripe for biases. Which steps allow an organization to mitigate their harmful effects and benefit from diversity?
Often harmless, unconscious shortcuts or biases can produce deleterious effects in a diverse workplace. As they are unconscious, can we avoid them?
The iceberg metaphor is often used to describe culture. Could another comparison be more suitable?
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