AI
“ Even companies with great intentions can struggle to measure the performance of their DEI initiatives . In part , this is due to a lack of clearly measurable and understandable data ,” explains Somen Mondal , General Manager of Talent Intelligence at Ceridian .
Although talent intelligence software is already aiding the hiring process , how can it be used to build diverse and representative teams ?
For Mondal , the big question mark looming over AI ’ s deployment in talent initiatives is that of transparency . With more transparent algorithms , and ongoing evaluations of these , AI can become an ethical and long-term solution .
“ Traditionally , diversity and inclusion have been measured in terms of self-disclosed demographic data , and that ’ s it . However , there are more meaningful ways data can be used to evaluate initiatives .”
“ The next frontline is how organisations can be fairer and more equitable in their talent decision-making . That ’ s why transparency – knowing why and how algorithms and people do what they do – is the new frontier beyond efficiency in DEI because it enables greater insight into the fundamentals and helps uncover potential inequities in processes and algorithmic bias that might be hiding below the surface ,” Mondal predicts .
AI enhancing the entire employee journey – training , risk management and upskilling So , in the ongoing drive to support talent , what do we predict for the future role of AI ?
Taking the example of CBRE , the company provides an exceptionally specialised approach to data centre training and upskilling . It is also the world ’ s first organisation to provide Competency & Confidence Assessment Modelling ( CCAM ) for the digital infrastructure industry .
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