Is artificial intelligence a game changer for diversity at work? A sociomaterial study of the effects of algorithmic HR analytics on HRM practice and equal opportunities (R-9578)

Artificial intelligence promises to make organizations more fair and performant than ever before. Yet critics observe that such promise is misplaced as algorithmic HR analytics is based on biased data and models. Moreover, HRM practitioners generally lack the understanding and the skills to use this new technology correctly in their professional practice. This research project aims to contribute to the scientific literatures on HRM and diversity by generating novel scientific knowledge on: 1) how algorithmic HR analytics redefines the HRM practice and the HR profession more broadly; 2) how algorithmic HR analytics affects idealized, normative understandings of the ideal employee; and 3) how algorithmic HR analytics redefines diversity and affects the employment and career opportunities of employees belonging to historically disadvantaged groups. Theoretically, we draw on sociomateriality, a theoretical perspective which conceptualizes technology and human beings as mutually constituted through their recursive intertwining in ongoing, situated practice. Empirically, the project relies on in-depth interviews with data scientists and HR practitioners, supported by two ethnographic studies of the transformation of HRM practice.

Keywords:algorithms, Diversity, Human Resources Management (HRM), sociomateriality

Disciplines:Business administration