If you're going to adopt A.I.
into your workforce,
we want it to be successful.
And it's really important
that people trust new technology
or they're not going to want to use it.
Today,
the spotlight on artificial intelligence
at work is burning brighter than ever
as organizations increasingly incorporate
AI driven technology.
Many are looking for guidance to ensure
they're using these enhanced tools
responsibly.
My guest today have collaborated
to create a guiding framework
to help employers optimize these new tools
while still protecting people.
In just a moment, we'll hear from Vice
President of US Policy
for the Future Privacy
Forum, Amie Stepanovich.
But first with me in the Newsroom,
ADP vice
President managing counsel Helena Almeida.
Helena, thank you for joining us today.
Happy to be here, Ashley.
I'm really excited
to talk to you about this because I know
that you have been a leading voice
in the very early conversations
around incorporating AI in the workplace.
How has the conversation evolved
over this past year with generative AI?
And why is it getting so much attention?
Yeah,
So I mean, ADP has been using artificial
intelligence and machine
learning in our products for years.
We use it to pair up our data
with the ability
to provide predictions, analysis,
focus and
tools to our clients
and their employees to help them succeed.
Generative AI ups the ante on all of that.
With the power of generative AI, we can do
those things and can offer predictions.
Employee self-service analysis have it be
easier,
faster, more intuitive, smarter.
So these are all things that we're really
looking forward to helping our clients
incorporate it
into their into their workflows
and hopefully help them help them succeed.
Together,
you collaborated to create a best practice
guide for AI in the workplace.
And with that, I am pleased to
welcome to this conversation
the Forum's US
policy lead, Amie Stipanovich.
Amie, thanks for joining us.
Please tell us what led to the development
of this best practice guide in the form
introduced in September.
Well, first, thank
you so much for having me here with you.
I'm really excited to be able
to share a little bit about FPF’s work.
I think there were two motivating
factors: Big shifts in adoption
within the workforce and a huge
not only demand
but a greater number of organizations
trying to supply those tools,
as well as huge
shifts in the legislative
and regulatory sectors
and changes that are going to impact
how those tools can and will be used.
So the best practices were attempting to,
and I believe we were successful in this,
provide a baseline of analysis
from which organizations
who are trying to do
the right thing could make decisions
even if what those decisions should be
aren't always going to be clear.
So leading companies
who can comply with FPF’s best practices
today in the best practices
we were able to develop with ADP
and with other companies can show
just how well-placed
they are in the sector
and communicate that to potential clients
and potential folks
who are able to implement
their tools and technologies.
But I think the FPF document that,
to my knowledge, contributes in a huge way
because it's the only one
that was developed with the involvement
of the private sector.
So not only ADP, but LinkedIn,
Indeed, Workday,
all work together in collaboration
to help us put together
these best practices,
along with extensive consultations
with academic and technical experts,
civil society and with regulators.
honestly,
I think in looking at how AI is working,
it sounds like some of our best
and brightest around
the industry are coming together
and are focused on this
because they know the importance of it.
So I think it's great to hear
all the partnerships
and continued collaboration
that the two of you have had in having
this come together.
The use of AI at work has its own unique
challenges and issues as we know.
Helena, if you could for me,
can we talk through a little bit
on how these guidelines
are specific to the HCM industry
and not other industries that are also
embarking on their own journey?
what I think we all realize
is that these key decisions
that happen in the workplace
and we're talking about things
like whether you're going to get a job,
whether you're going to get a promotion,
how much are you going to be paid?
Are you going to be terminated? These are
massively important
decisions to actual human beings, right?
And so if.
They're sensitive issues,
they're important.
They are
they're potentially life changing.
And and we all work in this space,
and we wanted to make sure that
these best practices
really focused on the unique
attributes of data related to HCM
and these key decisions.
this is what's really important to us
and we're taking a stand on this.
Now, while we all know
legislation is coming,
we want it to be out there now and help
kind of set the standard.
I love that we're leading from the front.
And in H.R.,
we call those moments that matter
because those are moments
that matter to our associates.
That's super important.
Amie,
if you can, for me and for employers,
what is the benefit of adopting
these best practices now?
What what will they get out of it
in the future if they go ahead
and kind of start from the ground
up with these best practices?
So I think there are a lot of
reasons to be looking at this document
really early.
The biggest of which is legislation
is coming.
As I said previously,
this is really a hot topic
being discussed by regulators
at every single level of government.
And we are going to see rules, laws
and likely enforcement actions
in the coming months
and years in this space.
And so for organizations
looking to get out in front of what
those rules are going to be,
I think that you can make sure that you're
not going to be implementing A.I.
tools in a way that run counter
not only to current law,
especially law with bias
and with discrimination,
but also the laws that are are coming
that are going to be in place.
Helena, I was wondering if you had
any additional thoughts on the benefit
of adopting best practices now
and how that's going to help companies
for the future.
I mean, I think Amie nailed it.
ADP has been using AI and machine
learning for years.
We've had our own ethical principles
that have kind of guided us.
Yes, they are pointing to the direction,
the laws going, but they're also
what can I do now
to help me guide these decisions, which
which I think is is super important.
