In my experience, few things damage culture and trust faster than leaders outsourcing accountability. And yet, that’s precisely the risk some are sleepwalking into with AI.
Recently, a class-action lawsuit was allowed to proceed in the U.S. against a company accused of using an AI-based hiring tool that allegedly discriminated against a Black applicant over 40 with a disability. The case is still unfolding, but the issue is clear: if you adopt AI in your hiring or HR processes, you are accountable for the outcomes. Bias hidden behind an algorithm is still bias.
To be clear, I’m not anti-AI. I see the potential for AI to support better decision-making, streamline processes, and free up human capacity. But we need to be brutally honest about its limitations. If your model is trained on flawed data, built without diverse input, or used without oversight, it can actively undermine inclusion and fairness.
This isn’t just a legal risk. It’s a leadership one. Reputational damage, internal trust erosion, and missed opportunities for real inclusion all follow when leaders are seen to abdicate responsibility in the name of innovation.
As executive leaders and boards explore AI’s role in people strategy, they must ask:
- Where might bias be creeping in?
- What human oversight exists?
- How transparent are our processes?
- Are we strengthening trust or quietly eroding it?
At Elevatexec, I believe thoughtful leadership means embracing innovation with intention, ensuring that technology serves your people strategy, not replaces its humanity.
This is a moment for commercial courage and clear accountability.
If you’re navigating these questions in your business, I’d welcome a conversation. Let’s raise the standard, not just the speed.
Craig Pattison — Executive Coach | Fractional CPO | Founder of Elevate Executive Coaching
#HRLeadership #HumanResources #Leadership #TalentAcquisition #DiversityAndInclusion #FutureOfWork #PeopleStrategy #ElevateExec
