AI Policy for HR Conference

Welcome and housekeeping

Elizabeth Smith

Director of Research
Business Forums International Ltd. (BFI)

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Elizabeth Smith

Director of Research , Business Forums International Ltd. (BFI)

Elizabeth is director of research and a founding co-director at Business Forums International. She is responsible for all programme content and writing, and researches current areas of interest for senior HR professionals in large organisations. BFI is the UK’s leading HR risk specialist conference and training provider, delivering key and timely information to over 3,000 delegates a year both through public and in-house training courses. Before founding BFI in 1996, Elizabeth specialised in researching corporate financial programmes in Asia and the Middle East, based in Dubai. She also worked in advertising and publishing in the Middle East and London. Elizabeth was educated in the West Indies, Saudi Arabia and Belgium before reading Modern Languages at Durham University. She is currently developing an online training course for line managers to raise awareness of menopause symptoms and ways that employers can work to make their workplaces more inclusive.

Essential policy considerations

• Key policy components: fairness, transparency, evaluation criteria
• Supply chain issues to consider and include
• Explaining and communicating policy and decisions company-wide
• Bias and fairness assessments
• The role of the Artificial Intelligence (AI) ethics committee

Legal risks: Getting your policy content right to ensure compliance

Understanding and delivering crucial HR input

• Target setting and performance management
• Decision-making and automation for: allocation and monitoring of tasks
• Making decisions on pay: where will AI add real value?
• Realistic expectations of AI in performance management: medium and long-term
• Managing recruitment, onboarding and retirement processes

Coffee break

Identifying and mitigating risk from AI: The HR perspective

• Employee data and privacy: where might potential misuse occur?
• Reduced human interaction: avoiding harm to employee wellbeing
• Areas of possible bias and discrimination: what policies can mitigate these risks?
• Avoiding claims and tribunals: challenges, unfair treatment and processes
• Auditing your policy: who, when, how

Ethical frameworks to ensure your policy is fair and balanced

• Identifying key stakeholder disciplines and ensuring coherent and cogent ethics and policy company-wide
• Establishing your AI governance team: avoiding bias and lack of diverse input
• Deciding on broad policy and ethics: essential elements of a watertight system
• Aligning strategy with business ethics and values: translating your philosophy into an AI strategy
• Key HR inputs: diversity, equity, inclusion, wellbeing, environmental and societal initiatives: keeping your messages front and centre
• Aligning principles: non-discrimination, transparency and accountability

The future of employment tribunal claims relating to AI

• Biased data will give biased output: key mistakes to avoid
• GDPR and automated decisions: what are your employees rights and how to ensure they are protected
• Criteria to review AI-assisted decisions: what needs to be in your policy?
• When and why you might overrule AI-assisted decisions
• Communicating policy and transparency to avoid claims and reputational damage
• Current and future cases and lessons learned: Managing v Uber

Lunch break

Streamed sessions on policy writing, implementation & communication

With expert guidance and reference to the issues covered in the programme, delegates will work through a policy blueprint, ensuring they leave the course with a policy pertinent to their own organisation with expert input on technical and ethical issues as well as content and communication guidance.

Wrap up and outstanding questions

End of conference