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Desafíos a los que se enfrenta Recursos Humanos

Challenges facing Human Resources

In an increasingly technology-driven world, Artificial Intelligence (AI) is emerging as a great tool for process optimization and strategic decision making. Human Resources are at a crossroads: How to effectively adopt AI tools to improve talent management while avoiding the inherent biases of algorithms?

Madrid, February 21. The latest AI+Equal Black on White report (Volume 1) sheds light on this issue, arguing that, despite the obvious risks, the application of Artificial Intelligence (AI) in HR processes could be the key to boosting results and optimizing efficiency.

However, despite the consensus on the future importance of AI in HR, only 14% of HR professionals currently use this technology in their operations. This contrast between the perception of its relevance and its adoption raises questions about the obstacles that prevent its widespread implementation.

Challenges and challenges

The HR department can benefit from the use of Artificial Intelligence, but it is crucial to be aware of the challenges that may arise. One of the main obstacles is the shortage of staff with technological expertise in this area, which makes it difficult to adopt and properly monitor AI tools in their processes.

Each tool must be trained with appropriate data and adapted to the company's objective and professional profiles. Therefore, oversight by advisory boards is critical to address this issue. In addition, using AI without fully understanding how it works can damage the company's reputation. The lack of guarantees about the ethics and reliability of AI could lead to employment claims if equality and diversity regulations are violated due to the use of this technology.

To accompany a good use of Artificial Intelligence, communication and awareness of these tools is key. The "irrational" fear of being replaced by algorithms must be mitigated by promoting understanding and acceptance of AI in the workplace. At the same time, it is crucial that labor legislation continues to evolve to accompany and adequately regulate its use in the Human Resources field.

Marisa Cruzado, fundadora y CEO de IA+Igual, explica cómo los sesgos discriminatorios están presentes en la Inteligencia Artificial y cómo estos impactan en nuestra vida cotidiana. Lo ejemplifica hablando de las palabras «colegial» y «colegiala».

Possible biases in HR tools.

Biases can also affect processes in the talent area. These are unconscious biases, i.e., acquired assumptions, beliefs or attitudes that we have, but are not necessarily aware of. While these are a normal part of human brain function, they can reinforce certain stereotypes, doing more harm than good to companies in terms of hiring, people management and decision making.

In the case of gender bias can influence decisions related to hiring and promotion. For example, not only can it bias the selection of candidates, but it can also affect the dynamics of labor relations, opportunities for professional growth and development, as well as compensation policies, creating imbalances in the workforce and exposing the company to legal risks, such as non-compliance with equality laws in countries like Spain.

On the other hand, age bias can manifest itself in hiring and contract termination, which may compromise organizational diversity and conflict with the Sustainable Development Goals (SDGs).

Likewise appearance bias como el lookism can influence hiring and promotion decisions, eroding objectivity and encouraging discrimination based on physical stereotypes. Together with intuition bias,  , which can distort performance appraisals and talent management decisions based on subjective perceptions, and confirmation bias which can reinforce prejudices and discount diversity of ideas and perspectives, represent significant challenges to building an inclusive and equitable work culture.

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