By Avantika Srinivasan
In an era where artificial intelligence (AI) is reshaping industries, the ethical implications of using AI-driven systems in human resources (HR) have become a pressing concern. While AI promises efficiency and accuracy, it also raises concerns around bias and discrimination, particularly affecting marginalised groups such as women, ethnic minorities, and people with disabilities who are already underrepresented in many sectors.
This raises an important question for HR: how can we develop transparent frameworks that incorporate human oversight, ensuring AI tools are fair, accountable, and trusted? Human oversight refers to reviewing AI-related tasks and ensuring that final decisions remain people-led, an especially important principle in HR.
Trust in AI-driven HR systems depends on more than efficiency; it comes from clarity of the systems and processes. Ultimately, trust between employers and employees depends on how transparent and accountable these processes are.
In New Zealand, organisations are experimenting and using AI across a wide range of HR tasks. In recruitment, this includes tools that screen resumes, analyse video interviews or even use gamification to assess candidates.
Beyond hiring, AI is also assisting with everyday functions such as drafting emails, scheduling meetings, and preparing reports. While these technologies promise efficiency, their growing role in shaping who gets opportunities and how workplaces operate makes questions of fairness, transparency, and accountability all the more urgent.
As AI continues to transform HR practices, it is crucial that we pause to ask not just what these tools can do, but whether they are being used fairly and transparently. Organisations, HR professionals, and policymakers all have a role to play in ensuring that the values of equity and accountability are upheld.
We have come a long way to ensure a fair and equitable workplace environment is maintained with inclusivity and fairness being a major pillar of best practices. By engaging with these questions now, NZ can help shape an approach to AI in HR that builds trust rather than undermines it.
Are you using AI anywhere in your HR practice? I’m researching how AI is transforming all aspects of HR work in New Zealand – from the obvious applications to the surprising ones. Whether you’re using AI tools, considering them, or avoiding them entirely, your perspective matters. I’m having short, informal chats with HR professionals to understand what’s really happening on the ground. Coffee’s on me if you’re in Wellington, or we can connect virtually at your convenience. Would you be interested in sharing your experiences?
Avantika Srinivasan
Avantika is a student at Victoria University of Wellington pursuing her master’s in commerce, majoring in Human Resource Management and Employment Relations. Her current research explores the ethical implications of artificial intelligence in recruitment, with a focus on fairness, transparency, and accountability.
Avantika was one of several excellent applicants for the Dame Suzanne Snively Scholarship.
Within her research about how AI is transforming all aspects of HR work in New Zealand she is having short, informal chats with HR professionals to understand what’s really happening on the ground. If you are an HR professional interested in contributing to this effort, please contact her by email at srinivavan@myvuw.ac.nz or through LinkedIn: linkedin.com/in/avantika-shree-srinivasan
