7 Ways AI Tools Support Inclusion in the Workplace

Many organizations are committed to workplace inclusion, but identifying and addressing hidden barriers can be challenging. This is where AI can make a real impact. By analyzing patterns, flagging biases, and improving accessibility, AI-driven tools help employers take meaningful action toward diversity, equity, and inclusion (DEI) goals.

From reducing bias in hiring to ensuring employees with disabilities have the tools they need to succeed, AI is already transforming workplace practices, boosting engagement, and fostering a more inclusive (and productive) work environment for all.

Here are seven real-world examples of how AI is helping organizations create more inclusive environments – enhancing hiring, training, promotions and accessibility for all.

1. Improving job descriptions and job ads

AI can help ensure your recruitment marketing isn’t narrowing your talent pool by alienating qualified candidates. AI-powered writing tools help companies create inclusive job descriptions by flagging biased language and suggesting alternatives to attract diverse candidates. Some of these tools can also analyze past hiring data to predict how job postings will resonate with different demographics.

2. Reducing bias from candidate evaluation

AI-driven assessments can evaluate candidates based on skills rather than personal information like names, genders, or photos, which can introduce bias. These tools remove human bias from early-stage hiring by focusing on competency-based evaluations.

3. Streamlining employee communication

AI tools can be great resources for creating internal communications content and automating processes, assuming you avoid the common pitfalls.

4. Creating personalized training plans

Meeting employees where they (and their skills) are is crucial for talent development. AI-driven neuroscience games can assess employees' skills and recommend personalized career development paths. Using AI to support training helps companies identify high-potential diverse talent and provide them with the right resources for growth.

5. Supporting career pathing

Developing internal pipelines strengthens employee engagement and helps prevent skill gaps. AI helps organizations identify internal talent for promotions by analyzing employee skills, experiences, and career trajectories. This practice also ensures diverse employees have equal access to advancement opportunities by reducing bias in succession planning.

6. Analyzing workplace sentiment

Monitor employee communications and social media posts for biased and exclusionary language related to your company to find out what employees think about their experiences and how that’s impacting your brand reputation. Workvivo AI is an example of how these tools can analyze workplace communications (such as comments and employee feedback) to provide managers with insights on inclusion and engagement. Tools like this help leaders ensure they are equitably engaging with their teams, reducing unconscious bias in communication.

7. Providing accessibility support

Making work more accessible for people with seen and unseen disabilities is a huge component of an inclusive workplace. AI tools can help people with visual and hearing impairments as well as those with dyslexia and other reading challenges. Employers can use tools that help visually impaired employees by describing their surroundings, reading text aloud, and recognizing faces during meetings. AI-powered transcription, captioning, and speech-to-text features also make workplace communication more accessible for those with deafness as well as employees with dyslexia and other reading challenges.

Best practices for AI-powered tools that support inclusion

Perhaps the most important best practice for using AI tools for any application is that your goals are clearly defined and you’ve selected the best solution for your purposes. With so many AI-powered solutions on the market today – and new ones cropping up each week – the task of selecting the right vendor can feel like a weight challenge.

To help you navigate your options, I’ve created a downloadable step-by-step evaluation guide to walk you through the process of identifying specific goals, learning about available solutions, comparing options, and determining the best partner for your DEI goals.  

Other best practices, also mentioned in the free guide, include taking steps to ensure privacy and compliance, communicating transparently with employees about how and where AI tools are used, and creating a plan for measuring your progress and adjusting course to make sure you’re always moving in the right direction.

Common pitfalls to avoid

While AI-powered tools can offer a huge value-add for workplace inclusion, they are not without risks. Here are some of the most common issues to avoid.

• Embedded bias

One major pitfall is the potential for embedded bias – that is, if AI models are trained on historical data that reflects existing inequalities, they can reinforce rather than eliminate discrimination.

• Lack of transparency

It’s possible that a lack of transparency in AI decision-making can make it difficult to detect and correct unfair outcomes, leaving hiring and promotion processes vulnerable to hidden biases.

• Dependency

Over-reliance on AI is another concern; while these tools can assist in reducing bias, they should complement – not replace – human judgment, oversight, and ethical considerations.

• Privacy and security

As with any systems handling sensitive employee information, privacy and data security must be carefully managed, as AI-driven inclusion tools often process sensitive employee information.

Ultimately, the goal is for your organization to approach AI adoption thoughtfully, ensuring it aligns with DEI goals without unintentionally undermining them.

Putting AI to work to drive meaningful inclusion

AI-powered tools offer unmatched potential – if we use them wisely. AI tools can support workplace inclusion by identifying hidden biases, improving accessibility, and supporting fairer hiring and promotion practices.

However, your organization’s success depends on careful implementation, transparency, and ongoing oversight. By selecting the right AI solutions, addressing common pitfalls, and continuously measuring impact, organizations can ensure that technology serves as a force for positive change.

With a thoughtful approach, AI can be a powerful ally in building a more diverse, equitable, and inclusive workplace – where every employee has the opportunity to thrive.