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The Effects of Artificial Intelligence on Equity, Diversity and Inclusion on Global Organizations – The ChatGPT version

I’ve been curious about the reliability of ChatGPT. So I tested it out to see how accurate or elementary the post can be.

Artificial Intelligence (AI) is revolutionizing the way businesses operate and solve problems. With the help of AI, organizations can make informed decisions that enhance efficiency, reduce costs, and optimize workflows. However, AI also has the power to impact equity, diversity, and inclusion in a global organization. In this blog post, we’ll discuss the impacts of AI on EDI in a global organization.


Equity refers to ensuring fairness in the allocation of resources, rights, and opportunities. AI can promote equity by eliminating human biases from decision-making processes. This is because AI-based tools follow algorithms that make data-based decisions rather than relying on human judgment. This ensures that everyone in the organization is treated fairly, and decisions are made based on merit.

For instance, when hiring employees, AI-based tools can analyze resumes, perform skills assessments, and conduct background checks. This eliminates human biases from the recruitment process, ensuring that the best candidate is selected irrespective of gender, race, ethnicity, or religion. Similarly, AI can be used to promote cross-gender, cross-cultural, and cross-functional collaboration by identifying team members’ strengths and gaps, making up for each other.


Diversity refers to the differences that exist within a workplace, such as race, gender, nationality, and cultural background. AI can promote diversity by identifying and attracting a talent pool from diverse backgrounds. This is because AI can perform a skills gap analysis and identify specific skills that are missing within the organization. It can also analyze external data sources, such as social media, to identify candidates from diverse backgrounds that might not have been identified through traditional recruitment processes. Fine-tuned models can also predict and notify when diversity drops below a pre-specified threshold and recommend action plans, such as launching retention campaigns.


Inclusion refers to creating a workplace culture that is welcoming, accepting and where individuals feel a sense of belonging. AI can promote inclusion by detecting and reducing unintended biases that arise from interactions within the organization. Examples of such biases include gendered language, evaluations of employee performance that are impacted by personal characteristics, and misinterpretation of cultural references.

AI can help reduce these biases by analyzing the language used in communication, providing vocabulary suggestions that eliminate biased language, and giving perspectives from multiple cultures. Fine-tuned language models can also verify if language used in communication adversely affects any subgroup of employees based on their ethnicity, nationality, or gender.


Artificial Intelligence can have a significant impact on equity, diversity, and inclusion in a global organization. AI can help organizations eliminate human biases that result in unequal treatment and unintentional homogenization. It can identify a diverse pool of candidates and promote team collaboration by bridging the skill gaps between individuals. Finally, AI can detect and reduce biases in communication to promote a culture of inclusion. Considering the benefits AI offers concerning Equity, Diversity and Inclusion, any organization that aims to be successful in a rapidly globalizing world must embrace AI as a tool for improvement.

But I needed more clarity on the effects on global, glocal, and localized organizations. Here’s what came up.

Great point! The impacts of artificial intelligence on equity, diversity, and inclusion in global, glocal, and localized organizations can differ depending on the context and scope of the organization.

Global organizations operate across multiple countries, cultures, and languages. These organizations can leverage AI to promote equity, diversity, and inclusion by developing standardized practices and policies that eliminate biases in different regions. Through advanced machine learning capabilities, such as cross-cultural sentiment analysis, global organizations can gain insights into different cultures and tailor their practices to fit each community’s unique needs. Additionally, AI can enable global organizations to leverage their data collected on a global scale to identify meaningful patterns and inform decisions to enhance their EDI strategy across all regions.

Glocal organizations, which operate in multiple local areas, follow more regionally specific approaches to balance local and global objectives. Similar to global organizations, they can leverage AI to promote equity, diversity, and inclusion by developing standardized practices and policies but tailored to a specific local context. AI can play a significant role in glocal organizations by helping them understand individual employees’ data points and the local communities’ nuances. Through this approach, glocal organizations can tailor their EDI initiatives to the local employees’ needs while maintaining a consistent global strategy.

Localized organizations operate in one specific location and cater to the local population, providing customized solutions for the particular region. They can leverage AI to promote equity, diversity, and inclusion by providing localized recommendations for recruitment systems, performance reviews, and employee engagement efforts. Moreover, by adopting locally specific language models and sentiment analysis, these organizations can enable better communication among their employees and with the surrounding communities.

In conclusion, AI approaches can play a significant role in helping global, glocal and localized organizations promote equity, diversity, and inclusion. The primary strategy for utilizing AI will vary depending on the organization’s scope, but they can all enhance the success of EDI-integration through AI-powered systems. An organization’s size or presence should not be a significant barrier to EDI inclusion via AI.

So my thoughts on ChatGPT? If I’m lazy, I’ll rely on it. I would explore adding resources in the request. I wouldn’t have broken it down my specific equity, diversity and inclusion. It did a decent job for the most part.

What do you think? Would you write anything better?

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