{"id":55281,"date":"2025-09-02T08:10:43","date_gmt":"2025-09-02T12:10:43","guid":{"rendered":"https:\/\/seramount.com\/?p=55281"},"modified":"2025-11-24T11:14:57","modified_gmt":"2025-11-24T16:14:57","slug":"will-ai-close-or-widen-the-equity-gap","status":"publish","type":"post","link":"https:\/\/seramount.com\/articles\/will-ai-close-or-widen-the-equity-gap\/","title":{"rendered":"Will AI Close\u2014or Widen\u2014the Equity Gap?"},"content":{"rendered":"\n<p>AI is everywhere in hiring. <a href=\"https:\/\/www.gallup.com\/workplace\/651203\/workplace-answering-big-questions.aspx\">Nearly all Fortune 500 companies<\/a> now use it in some form, whether to sift through r\u00e9sum\u00e9s, recommend candidates, or even run initial interviews. And on the surface, it\u2019s delivering: A recent Gallup study found that <a href=\"https:\/\/www.gallup.com\/workplace\/651203\/workplace-answering-big-questions.aspx\">45 percent of HR leaders<\/a> say AI has already improved efficiency in their organizations.<\/p>\n\n\n\n<p>But efficiency comes with a catch. <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2025-07-31-gartner-survey-shows-just-26-percent-of-job-applicants-trust-ai-will-fairly-evaluate-them\">Only a quarter of candidates<\/a> say they trust AI to evaluate them fairly. They might be right to worry: A <a href=\"https:\/\/arxiv.org\/pdf\/2506.10491\">recent investigation<\/a> revealed that AI-powered salary negotiation tools often advise women and minority candidates to ask for <em>lower<\/em> pay than their White male peers. And just this summer, <a href=\"https:\/\/www.hrdive.com\/news\/workday-ai-bias-lawsuit-class-collective-action\/748518\/\">a judge allowed a class-action lawsuit<\/a> alleging bias in Workday\u2019s AI hiring tools to proceed.<\/p>\n\n\n\n<p>The pattern is clear: Without careful oversight, AI risks may amplify the very inequities in recruiting that inclusion leaders are working to eliminate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-ai-hurts-and-helps-recruiting-fairness\"><strong>How AI Hurts and Helps Recruiting Fairness<\/strong><\/h2>\n\n\n\n<p>AI has transformed how organizations find and evaluate talent. What once required hours of manual screening and r\u00e9sum\u00e9 sorting can now be done in minutes. Algorithms can scan thousands of applications, flag candidates with relevant experience, and even predict which ones might be the best fit. In theory, this should help broaden the pool, surfacing applicants with unconventional career paths or transferable skills who might otherwise be overlooked.<\/p>\n\n\n\n<p>But the risks are just as real. These same systems can unintentionally filter out qualified candidates: those with career breaks or nontraditional r\u00e9sum\u00e9s or those who use assistive technologies. And because the process is automated, those exclusions can happen at scale and without human awareness.<\/p>\n\n\n\n<p>Recent headlines show that these risks aren\u2019t hypothetical, and bias shows up not just once but across different tools and contexts. The consistency of these missteps should be a warning sign: Fairness won\u2019t happen by default.<\/p>\n\n\n\n<p>This is where inclusion leaders come in. Your role isn\u2019t to fine-tune search strings but to ensure the systems themselves have checks and balances. That means asking the right questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How is the AI being tested for bias?<\/li>\n\n\n\n<li>Who is accountable for monitoring its outcomes?<\/li>\n\n\n\n<li>What human oversight exists to ensure efficiency isn\u2019t coming at the expense of equity?<\/li>\n<\/ul>\n\n\n\n<p>By shaping these guardrails, inclusion leaders can help organizations harness AI\u2019s promise without letting it hardwire discrimination into the hiring process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-guardrails-for-inclusive-ai-in-hiring\"><strong>Guardrails for Inclusive AI in Hiring<\/strong><\/h2>\n\n\n\n<p>While most inclusion leaders may not be writing Boolean strings or running LinkedIn searches themselves, they play a critical role in shaping how their organizations use AI in hiring and beyond.<\/p>\n\n\n\n<p>Here are a few ways to lean in:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Be transparent: <\/strong>Tell candidates when AI is used in your hiring process, and make sure a human always reviews final decisions.<\/li>\n\n\n\n<li><strong>Audit regularly: <\/strong>Test your AI-driven tools for evidence of bias. Look for trends in data: Is one group being advanced at a higher rate than others? Are certain r\u00e9sum\u00e9s consistently flagged down? Adjust accordingly.<\/li>\n\n\n\n<li><strong>Engage critically: <\/strong>Treat AI like a teammate, not a decision-maker. Ask follow-up questions, challenge its recommendations, and compare its outputs against your own judgment. Even go so far as to ask: \u201cWhat biases may exist within this response?\u201d<\/li>\n\n\n\n<li><strong>Continue the fundamentals: <\/strong>Even the smartest tech doesn\u2019t replace inclusive hiring practices such as standardized interview processes, clear evaluation rubrics, and strong referral pipelines. <em>Get more strategies <\/em><a href=\"https:\/\/seramount.com\/events\/inclusive-hiring-strategies-for-challenge-times-balancing-efficiency-and-equity\/\"><em>here<\/em><\/a><em>.<\/em><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-an-opportunity-using-ai-to-advance-skills-based-hiring\"><strong>An Opportunity: Using AI to Advance Skills-Based Hiring<\/strong><\/h2>\n\n\n\n<p>Back in 2020, <a href=\"https:\/\/chat.eab.com\/centering-skills-based-hiring-in-your-talent-strategy\">skills-based hiring<\/a> gained momentum when the White House issued an executive order <a href=\"https:\/\/www.federalregister.gov\/documents\/2020\/07\/01\/2020-14337\/modernizing-and-reforming-the-assessment-and-hiring-of-federal-job-candidates\">encouraging federal employers to waive degree requirements<\/a> and open doors to qualified workers without four-year diplomas. The idea was simple but powerful: Reduce unnecessary barriers, expand opportunity, and modernize recruitment.<\/p>\n\n\n\n<p>Yet follow-through has lagged. Research shows that among companies announcing a move to skills-based hiring, <a href=\"https:\/\/www.burningglassinstitute.org\/research\/skills-based-hiring-2024\">nearly half<\/a> made little meaningful change in practice, even after removing degree requirements from job postings.<\/p>\n\n\n\n<p>Now is a great time to recommit to skills-based hiring. AI could be used to breathe new life into the shift, helping recruiters identify candidates based on the specific capabilities needed for a role rather than credentials alone. By asking AI to prioritize skills and experience, organizations can minimize the degree bias that still shapes too many hiring decisions.<\/p>\n\n\n\n<p>Not only would this open the door to more candidates, but it also can boost performance: Employees hired for skills over pedigree are <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2025-03-11-closing-skills-gaps-at-scale\">1.9 times more likely<\/a> to perform effectively.<\/p>\n\n\n\n<p>For inclusion leaders, this is a chance to reframe AI not just as a risk to be managed but as a tool to actively advance inclusion when paired with intentional, skills-first hiring strategies.<\/p>\n\n\n<div id=\"call-to-action-block_4cd5f1816e63a43216c50de32fff1dd0\" class=\"custom-block call-to-action alignfull cta-gray custom-block\">\n    \n<div class=\"px-4 py-14 bg-gray-75\" style=\"background: #EAEBEC url(https:\/\/seramount.com\/wp-content\/themes\/seramount\/assets\/img\/light-wave-background-2.svg) center \/ cover no-repeat;\">\n    <div class=\"max-w-7xl mx-auto flex flex-col items-center flex-wrap gap-y-6\">\n        <div>\n            <div class=\"text-center\">\n                \n                                    <div class=\"md:max-w-4xl mx-auto [&#038;_p]:!text-h5 mx-4\">\n\n<h2 class=\"wp-block-heading has-h-3-font-size\" id=\"h-read-more-about-skills-based-hiring\"><a href=\"https:\/\/chat.eab.com\/centering-skills-based-hiring-in-your-talent-strategy\"><em>Read more about skills-based hiring.<\/em><\/a><\/h2>\n\n<\/div>\n                            <\/div>\n        <\/div>\n        <div>\n            <div class=\"flex justify-center space-x-6\">\n                                            <\/div>\n        <\/div>\n    <\/div>\n<\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-bottom-line\"><strong>The Bottom Line<\/strong><\/h2>\n\n\n\n<p>Like any tool, AI reflects how it\u2019s used. In recruiting\u2014a process already vulnerable to inequity\u2014it can accelerate progress or entrench bias. Without thoughtful oversight, organizations risk sidelining the very people they hope to attract.<\/p>\n\n\n\n<p>That\u2019s where inclusion leaders come in. You are uniquely positioned to make sure fairness doesn\u2019t get lost in the pursuit of speed and to champion ways AI can actually expand opportunity, such as recommitting to practice skills-based hiring.<\/p>\n\n\n<div id=\"call-to-action-block_4cd5f1816e63a43216c50de32fff1dd0\" class=\"custom-block call-to-action alignfull cta-gray custom-block\">\n    \n<div class=\"px-4 py-14 bg-gray-75\" style=\"background: #EAEBEC url(https:\/\/seramount.com\/wp-content\/themes\/seramount\/assets\/img\/light-wave-background-2.svg) center \/ cover no-repeat;\">\n    <div class=\"max-w-7xl mx-auto flex flex-col items-center flex-wrap gap-y-6\">\n        <div>\n            <div class=\"text-center\">\n                \n                                    <div class=\"md:max-w-4xl mx-auto [&#038;_p]:!text-h5 mx-4\">\n\n<h2 class=\"wp-block-heading has-h-3-font-size\" id=\"h-looking-for-more-tips-on-leveraging-ai-to-diversify-talent\">Looking for more tips on leveraging AI to diversify talent?<\/h2>\n\n\n\n<p>Check out some of our recent research on the intersection of AI and inclusive talent practices: <a href=\"https:\/\/chat.eab.com\/3-Ways-to-Leverage-Generative-AI-to-Diversify-Talent\">3 Ways to Leverage Generative AI to Diversify Talent.<\/a><\/p>\n\n<\/div>\n                            <\/div>\n        <\/div>\n        <div>\n            <div class=\"flex justify-center space-x-6\">\n                                            <\/div>\n        <\/div>\n    <\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>AI is everywhere in hiring. Nearly all Fortune 500 companies now use it in some form, whether to sift through r\u00e9sum\u00e9s, recommend candidates, or even run initial interviews. And on the surface, it\u2019s delivering: A recent Gallup study found that 45 percent of HR leaders say AI has already improved efficiency in their organizations. But [&hellip;]<\/p>\n","protected":false},"author":8080,"featured_media":55282,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[366],"tags":[426],"class_list":["post-55281","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dei-strategy-and-measurement","tag-ai"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.5 (Yoast SEO v26.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Will AI Close\u2014or Widen\u2014the Equity Gap? | Seramount<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/seramount1stg.wpengine.com\/articles\/will-ai-close-or-widen-the-equity-gap\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Will AI Close\u2014or Widen\u2014the Equity Gap?\" \/>\n<meta property=\"og:description\" content=\"AI is everywhere in hiring. Nearly all Fortune 500 companies now use it in some form, whether to sift through r\u00e9sum\u00e9s, recommend candidates, or even run initial interviews. And on the surface, it\u2019s delivering: A recent Gallup study found that 45 percent of HR leaders say AI has already improved efficiency in their organizations. 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