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AI Integration and a moral dilemma

Hannah

I am a HR Manager but also oversee some aspects of IT - contract negotiation, management, supplier management etc, nothing directly techy. 

My manager (CEO), is very keen on integrating AI into the business after visiting a partners site and seeing how they have implemented AI into their business.

My boss is now keen to see where we can integrate it and has already set out to create dashboards detailing sales projections etc.

I am going to be involved in a meeting to discuss how AI can be integrated and in all honesty, i have so much bias and moral objection to it. 

Whilst i fully recognise that AI integration can be a game changer in some situations, just because we can, doesn't mean we should ? 

It feels a bit like we are going to do it because every one else is doing it, whereas, for me, the smart thing to do, would be to identify our gaps and see where AI could help solve a genuine business requirement. 

I have heard and read a lot about AI lately, as have we all, i have many concerns, to name a few:

- Sustainability, the water in pulls alone is totally unsustainable

- The land required to build these hideous data centres

- The security ! AI growing arms and legs all by itself and the worrying thing is there is no human written code to AI programmes, so when things go wrong, no one can 'patch it', you are fully reliant on the AI agents repairing what is damaged 

- The lack of control - we don't fully understand how these systems build themselves, where is the transparency and data ownership ?

- The impact it will have on peoples jobs

- The fact that increased reliance on AI is reducing peoples ability to critically think

I could go on, but i have to go into a meeting next week, be professional, and try not to think from a bias mindset. 

If any one has any really good pieces of literature for me to read on the subject or any good podcasts they know of, I'd be super grateful. I want to gain as much knowledge as i can before i head into my meeting next week 

  • Coming to this late, but since you're going ahead "as safely and responsibly as we can", here are a few controls HR can own from day one:

    • An inventory: which AI tools are already in use (including AI features inside software you already pay for), who uses them and with what data. Unofficial use is usually bigger than expected.
    • A one-page use policy: approved tools, what never goes in (personal data, client data, contracts), and human review for anything sent externally or used in decisions about people.
    • A DPIA screening before any use involving employee or customer personal data, with your data protection lead involved.
    • Short training by role rather than one generic session. Whoever builds the sales dashboards needs different guidance from someone drafting emails. If you operate in the EU, the AI Act also expects measures for staff AI literacy, so this covers that too.
    • One or two pilot use cases tied to a real problem, with a review date.

    That gives your concerns a constructive home: you're the one setting the guardrails, not the blocker.

  • I understand some of your concerns Hannah, whilst also thinking David makes great points. The one thing I would add to his points however, is that it still remains to be seen whether this version of tech advancement will be the same as the last ones, or is the sheer speed and capability of these tools going to mean that something is fundamentally different in respect of the impact on jobs / work.  Historically, when  new tech came along we have seen some jobs disappear, some evolve and reshape, and new jobs come along.  Will that happen again, or will it look different?

    I teach AI at a university.  I think we are making a lot of guesses right now about how some of this stuff may evolve and it is bringing new challenges for organisations - are we ready for example for the workforce wondering around with AI glasses on? 

    The CIPD have some good resources on AI, and there is a great free MOOC by the University of Bristol available too via Future Learn, in terms of building your knowledge.  

    For me, there is a place for tech and AI (because I am not sure resisting it is an option given how ubiquitous it is), but I also think in a people function, there are spaces that it perhaps should not be, not necessarily from a  moral position but a more practical one.  For example, many candidates hate AI recruitment.  I read an article on the Guardian last week about someone going though what they felt was a dehumanising AI interview.  My own students tell me stories about this too.  There are good arguments here I think around brand and candidate experience that suggest just because we can, does not mean we should.  We need to use tech well to support our work, and have the literacy to know when to reject it, too.  I think these are good points to make to your organisation. 

  • You may find these case studies insightful - The CIPD and the Institute for the Future of Work (IFOW) found insights from eight diverse case studies around the friction between AI and workforce stability. Learn why strategic pauses are necessary and why safeguarding your organisation’s future expertise is essential Responsible and effective AI adoption: Thought leadership | CIPD  

    You can find more resources on AI in the Workplace  https://www.cipd.org/en/topics/artificial-intelligence-workplace/ 

  • I believe your concerns are valid, particularly when AI adoption is driven by enthusiasm rather than a clear business need.

    From my experience in HR leadership and organizational development, I would recommend starting with a simple question: What problem are we trying to solve, and how will AI add measurable value?

    AI integration should be approached strategically, considering data protection, ethical responsibilities, employee well-being, environmental impact, and the importance of human judgment.

    I would suggest starting with a small pilot project, assessing the risks and benefits, and involving employees in the process before implementing AI more widely.

    My view is that AI should enhance human capability, not replace critical thinking or responsible decision-making.

    The CIPD's research on AI in the workplace and the NIST AI Risk Management Framework are useful resources worth exploring.

  • in reply to Zainab0123

    Thanks so much Zainab for sharing this. I really appreciate. www.nist.gov/.../ai-risk-management-framework