{"title":"AI and the metaverse in the workplace: DEI opportunities and challenges","authors":"Marco Marabelli, Pamela Lirio","doi":"10.1108/pr-04-2023-0300","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>The metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics data collection. While concerns over surveillance and issues associated with privacy and discrimination have been raised, the metaverse has the potential to offer opportunities associated with fairer assessment of employee performance and enhancement of the employee experience, especially with respect to gender and race, inclusiveness and workplace equity. This paper aims at shedding light on the diversity, equity and inclusion (DEI) opportunities and challenges of implementing the metaverse in the workplace, and the role played by AI.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>This paper draws on our past research on AI and the metaverse and provides insights addressed to human resources (HR) scholars and practitioners.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>Our analysis of AI applications to the metaverse in the workplace sheds light on the ambivalent role of and potential trade-offs that may arise with this emerging technology. If used responsibly, the metaverse can enable positive changes concerning the future of work, which can promote DEI. Yet, the same technology can lead to negative DEI outcomes if implementations occur quickly, unsupervised and with a sole focus on efficiencies and productivity (i.e. collecting metrics, models etc.).</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>Managers and HR leaders should try to be first movers rather than followers when deciding if (or, better, when) to implement metaverse capabilities in their organizations. But how the metaverse is implemented will be strategic. This involves choices concerning the degree of invasive/pervasive monitoring (internal) as well as make or buy decisions concerning outsourcing AI capabilities.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>Our paper is one among few (to date) that discusses AI capabilities in the metaverse at the intersection of the HR and information systems(IS) literature and that specifically tackles DEI issues. Also, we take a “balanced” approach when evaluating the metaverse from a DEI perspective. While most studies either demonize or celebrate these technologies from an ethical and DEI standpoint, we aim to highlight challenges and opportunities, with the goal to guide scholars and practitioners towards a responsible use of the metaverse in organizations.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":"34 1","pages":""},"PeriodicalIF":3.3000,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Personnel Review","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/pr-04-2023-0300","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0
Abstract
Purpose
The metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics data collection. While concerns over surveillance and issues associated with privacy and discrimination have been raised, the metaverse has the potential to offer opportunities associated with fairer assessment of employee performance and enhancement of the employee experience, especially with respect to gender and race, inclusiveness and workplace equity. This paper aims at shedding light on the diversity, equity and inclusion (DEI) opportunities and challenges of implementing the metaverse in the workplace, and the role played by AI.
Design/methodology/approach
This paper draws on our past research on AI and the metaverse and provides insights addressed to human resources (HR) scholars and practitioners.
Findings
Our analysis of AI applications to the metaverse in the workplace sheds light on the ambivalent role of and potential trade-offs that may arise with this emerging technology. If used responsibly, the metaverse can enable positive changes concerning the future of work, which can promote DEI. Yet, the same technology can lead to negative DEI outcomes if implementations occur quickly, unsupervised and with a sole focus on efficiencies and productivity (i.e. collecting metrics, models etc.).
Practical implications
Managers and HR leaders should try to be first movers rather than followers when deciding if (or, better, when) to implement metaverse capabilities in their organizations. But how the metaverse is implemented will be strategic. This involves choices concerning the degree of invasive/pervasive monitoring (internal) as well as make or buy decisions concerning outsourcing AI capabilities.
Originality/value
Our paper is one among few (to date) that discusses AI capabilities in the metaverse at the intersection of the HR and information systems(IS) literature and that specifically tackles DEI issues. Also, we take a “balanced” approach when evaluating the metaverse from a DEI perspective. While most studies either demonize or celebrate these technologies from an ethical and DEI standpoint, we aim to highlight challenges and opportunities, with the goal to guide scholars and practitioners towards a responsible use of the metaverse in organizations.
目的通过人工智能(AI)系统和能力,元数据可在工作场所进行大量数据分析,在很大程度上超过了传统的人员分析数据收集。虽然人们对监控以及与隐私和歧视相关的问题表示担忧,但元数据有可能提供与更公平地评估员工绩效和提升员工体验相关的机会,特别是在性别和种族、包容性和工作场所公平方面。本文旨在阐明在工作场所实施元数据的多样性、公平性和包容性(DEI)机遇和挑战,以及人工智能所扮演的角色。本文借鉴了我们过去对人工智能和元数据的研究,并为人力资源(HR)学者和从业人员提供了见解。研究结果我们对人工智能在工作场所元数据应用的分析揭示了这一新兴技术可能产生的矛盾作用和潜在权衡。如果以负责任的方式使用,元宇宙可以促成有关未来工作的积极变革,从而促进 DEI。然而,如果在没有监督的情况下快速实施,并且只关注效率和生产率(即收集指标、模型等),那么同样的技术也可能导致消极的 DEI 结果。但是,如何实施元数据将具有战略意义。原创性/价值我们的论文是迄今为止在人力资源和信息系统(IS)文献交汇处讨论元宇宙中人工智能能力的少数论文之一,并且专门讨论了DEI问题。此外,我们还采用了一种 "平衡 "的方法,从 DEI 的角度对元世界进行评估。虽然大多数研究从道德和 DEI 的角度对这些技术进行了妖魔化或赞美,但我们旨在强调挑战和机遇,目的是引导学者和从业人员在组织中负责任地使用元世界。
期刊介绍:
Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.