People Analytics and AI in the Workplace: Four Dimensions of Trust – JOSH BERSIN

AI and People Analytics have taken off. As I've written about in the past, the workplace has become a highly instrumented place. Companies use surveys and feedback tools to get our opinions, new tools monitor emails and our network of communications (ONA), we capture data on travel, location, and mobility, and organizations now have data on our wellbeing, fitness, and health. And added to this is a new stream of data which includes video (every video conference can be recorded and more than 40% of job interviews are recorded), audio (tools that record meetings can sense mood), and image recognition that recognizes faces wherever we are. In the early days of HR analytics, companies captured employee data to measure span of control, the distribution of performance ratings, succession pipeline, and other talent-related topics. Today, with all this new information entering the workplace (virtually everywhere you click at work is stored somewhere), the domain of people analytics is getting very personal. While I know HR professionals take the job of ethics and safety seriously, I'd like to point out some ethical issues we need to consider.