By Theresa Sarbeng, Head of DEI at OLIVER Agency
For many organizations, AI is now the difference-maker for increased productivity and maintaining a competitive advantage.
Yet when it comes to Diversity, Equity, and Inclusion (DEI), we see a shift of narrative. DEI is neither fast nor inclined to compete. Rather, it requires long-term sustained effort in the direction of what’s right for an organization, its people and the wider environment.
The core tension between the two is: AI is designed to accelerate change, while DEI must cultivate change.
So, how do these entities coexist? Is it possible for organizations to harness AI’s efficiency while upholding the systemic transformation DEI demands?
Balancing short-term wins with long-term progress
One of the primary conflicts is the short-term wins that AI promises versus the long-term progress that DEI demands.
Generative AI systems offer quick results at scale, which aligns with business goals and what clients and customers want.
However, these audiences also want DEI initiatives that achieve deep inclusivity. It is widely accepted that these initiatives operate on a longer timeline. By their humanistic nature, they can’t be determined by quick wins; it takes time to ensure that every person within a workplace feels represented, valued and empowered.
This divergence between short-term efficiency and long-term inclusion is where organizations can sometimes struggle. AI’s fast results are alluring, especially when businesses are under pressure to perform.
Businesses need to see that, the drive for work efficiency cannot unintentionally drive out DEI fertility. There are two key lessons, that all business owners need to embrace…
Bias amplification
An organization can inadvertently sideline DEI efforts if AI is left unchecked. One possible scenario is, AI may actually unconsciously replicate and amplify the biases embedded in the data they’re trained on, reinforcing the very inequalities that DEI seeks to dismantle.
For instance, AI’s reliance on historical data means it learns from patterns that may reflect systemic biases. If these biases go unaddressed, AI’s rapid decision-making can accelerate discrimination in critical areas like hiring, promotions, and client interactions. The short-term efficiency gained from AI can quickly unravel when long-term DEI efforts are compromised. Diverse representation, inclusivity and equity are foundational to a thriving workforce ~ but they require time, intention, and deliberate action to develop. Quick AI fixes could unitentionally disrupt this process, pushing marginalized voices further into the margins.
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The success metrics blind-spot
Unlike generative AI, DEI efforts are not linear and cannot be easily quantified.
In the swell of AI advancement, organizations risk losing sight of DEI’s broader, more inclusive definition of success.
DEI’s success scale has broader metrics and goals; embracing diverse representation, insisting on equity, and unearthing and advocating for true inclusion. These are not goals that can be achieved through speed. And yet, AI can still support this plight hugely…
To bridge this gap, organizations must consciously embed DEI within their AI programme development. It is essential to include diverse voices in the design and implementation of AI systems, and prioritize bias detection and mitigation from the start rather than after.
Integrating DEI and AI bias training into employee onboarding processes and developing responsible AI policies are crucial steps that support the ethical application of this technology. This approach may call for the temporary slowing-down of AI developments to ensure comprehensive integration of DEI. Although this strategy might seem jarring in today’s fast-paced business environment, it is vital for preventing the unintended consequences that can occur when AI systems are rapidly constructed.
It’s not a competition
The truth is that AI and DEI are not competing priorities; they are complementary. An ethical, inclusive AI system accelerates productivity, mitigates biases, highlights disparities, and promotes fairer outcomes. But for this to happen, businesses must resist the urge to prioritize speed at all costs. Organizations must shift the mindset that DEI is a nice to have, but rather, business imperative to stay current, creative, and to keep up with emerging technology.
Ultimately, the success of AI and DEI hinges on an organization’s willingness to embrace long-term change over short-term efficiency. The potential of AI to drive innovation and productivity is undeniable, but its deployment must not come at the cost of the people it impacts. DEI is not a checkbox or a one-off initiative—it’s a continuous, evolving process that requires time, attention, and unwavering commitment. Balancing the rapid advances of AI with the slower, more deliberate progress of DEI is challenging, but necessary, to create a future that is not only efficient but also one that benefits the humans who build it.
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