Driving Better Experiences for Black Women in Technology through Shaping Better Human Resources (HR) Systems and (AI) Artificial Intelligence Outcomes

ABSTRACTThis dissertation addresses two pivotal challenges within the US technology industry: racial equity and the rise of artificial intelligence (AI). It investigates whether the integration of AI in human resources (HR) can foster inclusivity and diversity for Black women in the tech workforce. Despite numerous diversity initiatives, Black women account for less than 2% of the US tech workforce, symbolizing a persistent challenge. Furthermore, AI often perpetuates structural biases, magnifying workforce inequities. This dissertation employs intersectionality, responsible innovation, and algorithmic bias theories to amplify the voices of Black women. It poses three critical questions: 1) How have Black women's HR experiences influenced diversity issues in the tech industry? 2) How is AI in HR developed considering the experiences of Black women? 3) What measures can enhance the role of AI in HR to promote diversity without deepening inequalities? Key findings reveal that current HR practices do not adequately serve Black women, driven by competing corporate priorities. Solutions should concentrate on recruiting, developing, promoting, and retaining Black women. Black women acknowledge the potential of AI to either reinforce or mitigate biases, yet they express apprehension about the development and implementation of AI in HR, which often lacks Black women's input. For AI to facilitate positive diversity results, companies must actively involve Black women in its development. This entails understanding the problems Black women face, using insights to design AI that addresses these issues and supports Black women's success, and engaging Black women in the development and assessment of AI implementations in HR, thereby enhancing accountability for diversity outcomes.