Corporate Big Brother: Balancing AI and Humanity in the Workplace

What impact is AI having on our workplaces? Calvin explores this question with two experts who share their insights on the implications of AI for employee privacy and workplace dynamics.

Yanika Daniels, an HR consultant from Atlanta with a backgrou...

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Show Notes
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What impact is AI having on our workplaces? Calvin explores this question with two experts who share their insights on the implications of AI for employee privacy and workplace dynamics.

Yanika Daniels, an HR consultant from Atlanta with a background in engineering, talks about the importance of maintaining a human touch in tech-driven environments. She shares a personal case study involving AI in recruitment that inadvertently excluded diverse candidates, prompting a conversation on the need for AI tools to align with company values and diversity objectives.

Chiquita Hall-Jackson, an employment law attorney from Chicago, offers a legal viewpoint on AI usage in workplaces. Drawing from her experiences with workplace discrimination, Chiquita examines how AI can sometimes fail to capture complex human nuances, emphasizing the risks of over-reliance on technology for decisions that require deep human judgment.

Both experts emphasize the need for a balance between using AI to enhance efficiency and ensuring it meets ethical standards. They call for transparency in AI operations and continuous human monitoring to mitigate biases and protect employee rights.

Quotes

“When we help organizations find great people, we use AI, but we also look at the outputs of AI and we go back and say, ‘What bias was introduced in this process? What can we do to then go back and look and make sure that this was actually the output that we wanted?’ And if it wasn’t, then we have to do a little bit more work, right? We can’t be lazy and dependent on AI. (20:09 | Yanika Daniels)
“We have to say, ‘Hey, here are the values that this organization has given us. We want a diverse pool, 90% people of color in our pool, whatever the goals might be.’ And so we have to then use it to find those great folks and make sure that it’s not something by itself that is kind of used as an excuse to just create this continuous system of bias in our recruitment efforts.” (20:34 | Yanika Daniels)
“Keep in mind that it’s levels to this friendship game and you should separate who’s associate, who’s a co-worker, who’s a colleague, who’s my friend that I know if I need a shoulder to cry on, who's just a good time if I want to go out and have a drink on a Friday night, who can I call versus who can I confide in? Keep those things in mind in the workplace.” (01:04:01 | Chiquita Hall-Jackson)

Links

Connect with Yanika Daniels

https://www.danielssolutionsllc.com/our-team

LinkedIn: www.linkedin.com/company/daniels-coaching-consulting

Connect with Chiquita Hall-Jackson

https://chiquitahall-jackson.com/#contact

LinkedIn: https://www.instagram.com/blowthewhistlelaw?igsh=d3RhNTA4bHpkam0w

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