In today’s AI-saturated world, it’s getting harder to tell what’s authentic and what’s been whipped up on ChatGPT.

Staying true to our theme of calling out EDI bullsh*t, this time we’re diving into the hype (and danger) of AI in the world of equality, diversity, and inclusion.

The Promise vs. the Reality

AI is an incredible tool. It can speed up processes, enhance work, and its potential feels endless—stretching from chatbots to robot Olympics. But here’s the truth: AI is just that—a tool. It will never replace the depth of human knowledge, lived experience, creativity and critical thinking.

That human context is what gives meaning to EDI work. Without it, AI is left regurgitating patterns, mimicking understanding without ever really holding it.

Déjà Vu: The Bandwagon Effect

This isn’t the first time we’ve seen the rise of shiny “easy” solutions in EDI. Think back to 2020, when a flood of practitioners suddenly emerged during the Black Lives Matter movement. Many were quick to jump on the bandwagon with one-size-fits-all training programmes, performative gestures, and simplistic fixes to deeply complex issues.

Fast-forward to today, and the same energy is creeping in again. With “passive income” trends dominating TikTok, it’s easier than ever for someone to spin up an online programme, slap a £5,000 price tag on it, and market themselves as an “expert.” Cue the slick lifestyle videos: working one hour a day, sipping cocktails in some lavish luxury setting, bank account overflowing.

But let’s be real—that’s not impact. It’s a dream. At best, a facade. At worst, another version of the old-school pyramid scheme (hello, Avon reps).

The Risks of AI-Washed EDI

So what’s the harm? If AI can generate content in seconds, surely that just makes things quicker, easier, more efficient?

Not quite. The risks of outsourcing EDI to AI—or to people chasing “easy money” with pre-packaged solutions—are real and damaging:

• Superficial change → AI-generated training or copy will always default to generic statements. You’ll get buzzwords, not the deep, context-specific insight needed to create genuine change.
  
  
• Reinforcing bias → AI learns from human data—and human data is riddled with bias. Without critical oversight, AI risks replicating and even amplifying the very inequalities EDI work is supposed to dismantle.
  
  
• False expertise → When anyone can whip up a slick online course, organisations can be misled into thinking they’re investing in meaningful EDI work. In reality, they’re just buying smoke and mirrors.
  
  
• Erosion of trust → Employees can spot performative or hollow initiatives a mile off. Relying on AI shortcuts undermines trust in leadership and damages organisational credibility.

• ‍Missed opportunities → The biggest loss? The chance to actually listen to people, learn from lived experience, and tackle root causes of inequity—something no algorithm can do.

So what should companies do?

As a data driven organisation, our perspective is that every organisation is unique with a distinct set of challenges, operating within the context of their own unique vision, mission and values. This all lends to an approach that cannot be generic in nature. There is a need to ensure that any EDI strategy speaks to the needs and ambitions of the organisation. However over the past few years we have seen more of an eagerness for organisations to want to be seen to be doing the work (often in order to mute criticism), than an eagerness to actually do the work. 

The risk with an AI driven EDI climate is that organisations get better at ticking boxes - they get better at completing applications for award ceremonies, better at filling in the tick boxes required to complete their annual accreditation forms and better at updating their annual shareholder reports - all to be filed away and never looked at again. The future for AI driven EDI looks bleak, unless it is buttressed with genuine expertise and insight. Now is the time for EDI leaders to step up and move beyond the fun, food and flags. The very human implications of poor EDI cannot be fixed by a 15 minute ‘inclusion tea break’ - the work needs to be meaningful and thorough. 

How can we help..?

The focus of The Equal Group is firmly on data and impact, we are sick of organisations pretending EDI is simple and easy. Unfortunately the proliferation of AI makes that evermore the case. EDI done well is a hard slog with the need for proper investment and expertise aligned to actual business needs. 

In the hands of those seeking to make a quick buck from a company's need to embed EDI, AI can be disastrous. However, when used and guided by experts, committed to seeing long term impact and positive outcomes, AI can be transformational. 

AI also gives organisations a chance to see through the bullshit (meaningless awards, inclusion tea breaks, toothless accreditations and the like) that has been peddled by too many individuals and organisations for too long. If you’re looking for a safe pair of hands to guide your EDI journey - get in touch today. 

‍