In the week that the world met to discuss the future of AI, the bid for Open AI by Elon Musk, the high-priest of "anti-woke", reminded us precisely why independent governance, safety, and oversight are non-negotiable for the future deployment of AI.
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On Balance Issue 170

Hello there and welcome back to On Balance, our fortnightly round-up of news, views and research around the issue of diversity, equity and inclusion. 

Bias in AI: Let’s demand the algorithm dances to our tune

 

In the week that the world met to discuss the future of AI, the bid for Open AI by Elon Musk, the high-priest of "anti-woke", reminded us precisely why independent governance, safety, and oversight are non-negotiable for the future deployment of AI.

 

The efforts of the AI Action Summit in Paris to focus on tackling AI bias and diversity through collaborative oversight could not come at a better time.

But are the words on the communiqué really enough for the scale of the challenge facing us?

 

As a technology, there is no doubt about the potential of AI to improve equity and fairness.

 

In today’s world, those who stand to gain the most are those who are still the most disadvantaged. A case in point, discussed at the summit, is the Global South. With fewer legacy systems and greater potential for adaptability, AI can help leapfrog traditional barriers in healthcare, education, and finance, providing telemedicine to remote areas, multilingual education resources, and financial access for the unbanked.

 

These transformative benefits don’t come without risks. So, unlike the gingerbread man riding across the river on the back of the predatory fox which he believes to be his saviour, we need to think ahead to what the end game looks like.

 

Again, looking at the Global South, a reliance on foreign-developed AI models risks creating a new kind of digital dependency. Critical data and decision-making infrastructure will be outsourced to external tech giants. The surrender of privacy, economic power, and the extraction of local resources for foreign innovation with little reinvestment are all potentially part of the trade.

 

These contrasting dynamics vividly illustrate why systemic, global oversight of AI is urgently needed. And, as both the UK government and Dario Amodei, CEO of Anthropic, have pointed out, given the rapid pace and disruptive scope of AI, what’s needed is action today.

 

This isn’t because of some notional future risk of inequality. It is because the AI models we have today already contain bias and lack the systemic governance to self-correct and improve.

 

For this reason, I think that to embrace the future, we need to learn from the mistakes of the past.

 

If there is one thing we have learnt from the recent waves of technological advances—like social media, internet commerce, and workplace tech— it’s that when left unchecked they wreak unintended havoc.

 

We have also learnt that meaningful regulation and oversight are nearly impossible to put in place against the commercial and political might of the major tech businesses.

 

It is, then, the individuals and society who bear the costs and deal with any unintended consequences.

 

The current momentum behind AI makes its wholesale adoption inevitable. But it should not be accompanied by the current "proceed until apprehended" approach which, we know will only deepen systemic bias which is already so pernicious and entrenched.

 

For developers of AI they must prove that these systems are not only bias-free but also transparent and accountable to human oversight.

 

Those who deploy AI have a role too. As the UK law firm Hill Dickinson showed in its stand against the runaway use of ChatGPT – which it has blocked unfettered use of AI in its business – unchecked reliance on AI without safeguards or consideration of future consequences is not good for the firm or its people. We do have the power to pause.

 

This is not about trying to hold back the inevitable deluge but ensuring that we are best equipped to keep our heads above the water and free of the currents which will drag us down.

 

The way we do this is by ensuring that where we have influence, we put that to work, ensuring the narrative and practice of blind AI adoption is called out for all its risks and bias.

 

For AI to succeed for us all, transparency, human oversight, and enforceable standards must be part of the system, not optional add-ons for a later date.

If we fail to make that case, we only need look at the unchecked power that Musk, Zuckerberg and Bezos have over our lives for a glimpse of what the future looks like.

 

And like the fairytale of the gingerbread man, it’s a story with a predictable ending.

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Diversity is the future better get used to it

There is value in reflecting changing Britain – The Times

Why blanket RTO mandates will undo business productivity

The drawbacks and hidden motive behind enforced office work – People Management

What Musk’s bid for Open AI is really about

More than just controlling the platform – ABC news

Elon Musk’s war on human agency

The objectives and end game behind Doge – The New Yorker

Don’t ditch DEI, evidence shows its business critical

The evidence behind gender diversity programmes still stands up – Personnel Today

NewsPNG

Zurich publishes social mobility performance data

One of just a handful of UK companies to do so – Personnel Today

Goldman ditches diversity rule

Mandate preventing advising all-male boards ends - BBC

The imbalance of women leaders in health impacts wellbeing

Research shows women are under-represented in leadership positions – The Guardian

Me Too Figurehead faces backlash from lawyers who once stood by her side

Shiori Ito accused of violating trust in her Oscar-nominated documentary Black Box Diaries – The Times

Screenshot 2025-01-17 at 10.50.02

Corporate America’s diversity wars are just getting started

DEI attacks are causing huge headaches for bosses – The Economist

Female-led firms outperform rivals. Why is raising cash so hard?

Male investors back male-run companies. Women face different questions – The Times

Office attendance is a performance metric

It can weed out underperforming staff but may push away valued workers – Financial Times

The DEI Backlash: employers reframing not retreating

Most firms are looking for a middle ground between quitting schemes and provoking activists – Financial Times

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