Lonneke Knipscheer’s Post

Explore the 4 tensions that can arise when #AI meets human values in the #workplace—and actions leaders can take to overcome them—in Deloitte Digital’s report.

Explore the 4 tensions that can arise when #AI meets human values in the #workplace—and actions leaders can take to overcome them—in Deloitte Digital’s report.

Explore the 4 tensions that can arise when #AI meets human values in the #workplace—and actions leaders can take to overcome them—in Deloitte Digital’s report.

Explore the 4 tensions that can arise when #AI meets human values in the #workplace—and actions leaders can take to overcome them—in Deloitte Digital’s report.

Explore the 4 tensions that can arise when #AI meets human values in the #workplace—and actions leaders can take to overcome them—in Deloitte Digital’s report.

AI and the Workforce. Deloitte Digital recently issued a white paper on AI and the Workforce. It is an excellent piece, insightful and very necessary in today’s environment. I urge executives to read it.  The first issue, in particular, caught my attention – the “tensions” of Efficiency v Inclusivity and the topic of “systemic bias”.  This has surfaced repeatedly in my discussions with executives and technologists. In our recent book "Breakthrough Supply Chains: How Companies And Nations Can Thrive And Prosper In An Uncertain World”, we asked the question “Who puts the I into AI”? Multiple answers came up – the corporate “creators”, the corporate managers and designers who put in guidelines, and specify data to train the models on, and the AI engine itself as it gets smarter and more independent. However, the fear is that this “I” is manifesting itself in a rather different way than the one I think that most people consider and which various HR departments espouse. Efficiency is about inputs to outputs, return on investment, speed, time, accuracy, cost and working capital. Inclusivity is much iffier. Given the political, social and environmental views held by corporate management and lower-level managers of various AI companies, some executives are concerned about how “Inclusion” (and the systemic bias that may be justified based on large amounts of data) is defined in terms of analysis and output. In particular, they are concerned with the types of new bias and responses that these political, social and environmental views will generate (note recent issues with Google, and criticisms against ChatGPT and Wikipedia). This may be less relevant when “super-intelligent” AI systems assume some control (with decisions on efficiency driven by long-term results, objective analysis of large amounts of data, and logic) but that will probably be some time in the future. Today, however, we have to deal with the issues of political, social and environmental considerations and agenda deliberately guiding AI v an Efficiency (and “effectiveness”) that is shareholder and stakeholder driven. As executives, we must be careful that we keep a focus on the business objectives. See the Deloitte Report: https://lnkd.in/g9YxHU6m

Explore the 4 tensions that can arise when AI meets human values in the workplace—and actions leaders can take to overcome them—in our latest Deloitte Digital’s report.

Explore the 4 tensions that can arise when AI meets human values in the workplace—and actions leaders can take to overcome them—in our latest Deloitte Digital’s report.

Explore the 4 tensions that can arise when AI meets human values in the workplace—and actions leaders can take to overcome them—in our latest Deloitte Digital’s report.

With EY.AI We help clients navigate the mindset shift from… People executing Processes presented with Data powered by Technology. To... Technology powered by Data executing Processes managed by People. We have the knowledge and capability to help them make this shift.