AI and human diversity: The new quota challenge

Can AI Create Experts — or Just the Illusion of Them? Where artificial intelligence #AI can make anyone look like a “global accessibility expert”, the question is no longer who appears knowledgeable, but who has truly built inclusion from the ground up. Because real accessibility isn’t born behind a screen, it’s forged through lived experience, field practice, and measurable change. As inclusion becomes a global priority, organizations must learn to distinguish between virtual visibility and verified capability. Here’s what defines a genuine Accessibility and Disability Inclusion Specialist: Proven field experience Global standards alignment Collaborative practice Continuous learning Message to employers, HR leaders, and policymakers: When hiring or partnering for accessibility, don’t be impressed by digital polish or AI-enhanced profiles. Ask instead: Where have they implemented inclusion in the real world? Who benefited from their work? Can they show outcomes that improved equity and participation? Accessibility is not a certification; it’s a lifelong commitment to human dignity, innovation, and equity. #Accessibility #DisabilityInclusion #Inclusion #UniversalDesign #InclusiveLeadership #AccessibilitySpecialist #DEI #AssistiveTechnology #HRLeadership #InclusiveWorkplaces #WeAreBillionStrong

Pew Research Center has just published an insightful research paper on "How people around the world see AI". 🌍 Pew Research’s 2025 global survey across 25 countries reveals a nuanced landscape: while 81% of adults are aware of AI, only 16% are more excited than concerned. 🔍 Gender differences stand out. In over half the countries, men report higher awareness, while women express greater concern about AI’s growing role. This signals a trust and inclusion gap that leaders must address - not just in tech design, but in communication and governance. 📊 Trust in regulation varies: most people trust their own governments, but the EU is more trusted globally than the US or China. Enthusiasm correlates with trust - those excited about AI are more likely to believe their country can regulate it effectively. Is that in line with what you can sense? #AI #TrustInTech #DigitalTransformation #StrategicLeadership #GenderLens #PewResearch #InnovationWithImpact

AI is reshaping the world of work, but are we unintentionally leaving a vital group behind? 📉 Only 29% of workers over 50 feel optimistic about AI - yet, this could be the first tech revolution that favours older professionals. We’ve been exploring the intersection of AI, age inclusion, and the multigenerational workforce,  and what we’ve found might challenge your assumptions. 👀 Stay tuned for the new article to be published on Thursday - it’s time to reframe the narrative on age and AI. #AgeDiversity #AIatWork #InclusionMatters #MultigenerationalWorkforce #DigitalTransformation

The role of humans in the workplace in the era of AI: A key issue! With the rapid rise of artificial intelligence, the role of human beings inside companies has become a central and urgent question. Interestingly, some companies such as Klarna in Sweden, IBM, Bank of Australia, McDonald’s, and Duolingo — who initially embraced AI strongly — are now returning to hiring people again, acknowledging the loss of quality and the limits of automation. This trend reinforces something we have always believed: that the true wealth of a company is not only its technology, assets, or capital — but above all the talent, creativity, and commitment of its people. They are the ones who bring ideas to life, innovate, solve problems, and build relationships with customers. They shape the culture, the shared values and know-how that make a company unique. A trusted, supported, and recognized team becomes the most powerful engine of lasting growth. In other words, everything comes back to #relationships — to how people connect inside the system of the organization. A recent survey conducted by LHH among 27,732 people in 37 countries highlights that #interpersonalrelationships — both between employees and between employees and management — are what bring the greatest satisfaction at work. When #trust flows, when everyone feels seen and valued, when strengths complement one another, performance naturally follows — and value is created. This new #paradigm is #transformative, in all companies whatever the size. And as HBR, Gallup, and McKinsey highlight, modern leadership increasingly depends on recognizing natural talents and helping each person shine in the context where they give their best, to get a better performance.  This is what we promote with #HallosTriads since 15 years now. 

If I said “Industrial Revolution,” what would you picture? And if I said “AI Revolution”? Let me explain. As someone who crosses many intersections, with a background in law and HR, and now as a small business owner, my aim is simple: to make sure the topics I have both expertise and lived experience in, such as sight loss, inclusion, disability, and accessibility, aren’t left as footnotes but built into the foundations of change. Last year, I joined the Better Hiring Institute (BHI), drawn by its collaboration with several All-Party Parliamentary Groups (APPGs) on areas I deeply care about. Fast forward to yesterday: I attended their Fairer Expert Panel on ‘The AI Shift: Rethinking Work, Skills and Hiring’. Here’s what struck me: AI bias in hiring isn’t just a tech issue, it’s a people issue. AI reflects the systems we’ve already built. So if we want fairness from technology, we must start by being fair in the foundations that feed it. The Industrial Revolution changed how we worked. Now, the AI Revolution is doing the same except it’s quieter, built into our daily routines. From HR systems like Workday to Grammarly and Copilot, I’m sure you came name others AI isn’t a headline anymore, it’s a habit. We’ve seen how quickly workplaces can transform. Remember COVID? It reshaped our entire work ethic we now have hybrid working, online meetings, flexibility. It proved we can adapt when we decide inclusion matters. With AI, the metrics will inevitably shift, from duties to deliverables, from what we do to what we achieve. And as those measures evolve, so must our definitions of fairness, access, and inclusion. Because technology won’t automatically make work fairer, people will. The systems we build now will decide who’s seen, who’s hired, and who’s left behind. With no current legal regulation in the UK, I t’s vital that inclusion and disability aren’t left in what I call the waiting room. They need to be part of the design from the start. Every revolution tests what we value most. The last one built industry. This one will reveal our humanity. Change is inevitable, but impact is intentional. Image description; a dark brown background and cream serif text. The words read: “Every revolution tests what we value most. The last one built industry. This one will reveal our humanity.” #Inclusion #Accessibility #AIandHumanity #FutureOfWork #EthicalAI #Leadership #DiversityAndInclusion #WorkplaceCulture #BetterHiringInstutute #DisabilityInclusion #HumanCentredDesign #ChangeIsInevitable #JenniferGSmithConsulting #PausePlayForward

🗣️ Your HR/people efforts matter for AI success too. AI tools can support D&I by reducing bias and strengthening diversity in hiring—but only if you design and govern them thoughtfully. #ai #DiversityinAI #aiforall #diversityandinclusion #inclusion #inclusionmatters #InclusionInAction #inclusive #tech #blacktechmatters #techforall #fyp

If AI is revealing us, HR’s superpower is hiring for adaptability. Curiosity over certainty. Flexibility over formality. Let’s build teams where neurodivergent minds can rewire, reframe & adjust when the world shifts. I’m #MadeByDyslexia — expect creative thinking & creative spelling. #PeopleOps #FutureOfWork #Neuroinclusive #Leadership

Great session at Protiviti’s offices in “Bridging the Generational AI Gap: Unlocking Productivity for All Generations”. The discussion, led by The Inclusion Initiative at LSE and Protiviti, explored how AI adoption and generational diversity can work hand in hand to boost productivity and inclusion. A few standout insights: 💡 Gen Z leads AI use at 82%, Boomers at 52% 💡 AI training = 27% more time saved 💡 Diverse teams are more productive on AI initiatives A brilliant reminder that AI isn’t just for one generation, it’s for everyone to learn, share, and grow together. #AI #FutureOfWork #Inclusion #Leadership #Productivity #GenerationalDiversity

AI is transforming how we work - but if inclusivity isn’t built in, it risks leaving people behind. I recently had the pleasure of collaborating with the team at Colt Technology Services on their new report From Concern to Confidence: How Telcos Can Embrace AI Without Leaving People Behind. The research found that while most telcos are adopting AI, many employees are anxious about what it means for their jobs and futures. Confidence rises when organisations take a people-first approach - grounded in transparency, learning, and inclusion. My contribution focused on five practical ways to make AI adoption fair and inclusive: 1️⃣ Put people first and be clear - listen to employees, communicate honestly about risks, and plan for how roles will evolve. 2️⃣ Involve diverse voices from the start - include different perspectives in AI design, development, and deployment. 3️⃣ Help employees learn and feel ready - invest in training that’s inclusive, accessible, and role-specific. 4️⃣ Use data fairly and watch for bias - understand how data and algorithms are trained and continuously check for unintended harm. 5️⃣ Plan for risks and be responsible - embed ethics, accountability, and human oversight in AI decision-making. If we don’t take this approach, AI could widen inequalities - especially for people in roles more likely to be automated, or those historically underrepresented in tech. But when inclusion guides innovation, AI can become a tool for empowerment rather than anxiety. As the disability rights movement said in the 90s: “Nothing about us without us.” That principle applies just as strongly to AI today. Check out the full details in the slide 👇 . . . #AI #Inclusion #FutureOfWork #Telco #Equity #ResponsibleAI

While 72% of men believe their skills are developing because of AI, only 63% of women say the same. This disparity isn’t just about training, it’s about visibility, support, and fostering confidence for all employees. What are your thoughts? Have you seen this in your workplace? Want to dive deeper into these insights? Discover more about how AI is shaping workplace opportunities, efficiency, and equality in The Adaptavist Group's full Digital Etiquette: Unlocking the AI Gates Report. Don’t miss the data, trends, and actionable recommendations shaping the future of work - check it out now! (link in description) #Inclusion #AIAwareness #AI #ArtificialIntelligence #AIEthics #AITraining #DigitalSkills #FutureOfWork #DigitalDivide #TechEquity #WomenInTech #WomenInAI #DiversityAndInclusion #EqualOpportunities #Leadership #WorkplaceInnovation #CareerDevelopment #Upskilling #Reskilling #EmployeeExperience #TalentDevelopment #LearningCulture #TechForGood #AIAdoption #Productivity #WorkforceTransformation #AIForBusiness #SkillGap #TechTrends #DigitalTransformation #BusinessGrowth #InclusiveWorkplace #AIImpact #EmployeeEmpowerment #WorkplaceEquality #Innovation #AI4All #TechInclusion