News Spotlight

Managers need to be supportive of employee health issues. HR needs to help managers learn how to better serve the needs of struggling workers (New York Times).

AI in the recruiting process is backfiring. Companies are promoting advanced AI tools that enable users to submit applications to thousands of jobs daily, overwhelming job openings with a surge of resumes (NBC News).

Office mandates are more widespread. Executives are gradually aligning and delivering a unified message to their teams: return to the office—whether it’s for a few additional days each week or a full five-day schedule (NPR).

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Stat of the Week

A new study finds that 52% of workers say focusing on increasing DEI at work is mainly good, down from 56% in February 2023. In addition, a 56% majority of Republicans say DEI practices hurt White men, compared with 19% of Democrats – a difference of 37 percentage points.

DEI at work is receiving less support now due to a combination of economic pressures, shifting corporate priorities, and societal backlash. With many organizations facing tighter budgets amid economic uncertainty, DEI initiatives are often seen as expendable, particularly when they lack immediate, measurable returns. Some leaders view DEI as a trend rather than a long-term strategy, leading to reduced commitment. Broader societal polarization around issues of identity and inclusion has also fueled skepticism and resistance, with some perceiving DEI efforts as divisive or overly political. This confluence of factors has diminished momentum for DEI programs in many workplaces.

Deep Dive Article

The Leaders Championing the AI Workplace Movement - Part 5

For the final part of The Leaders Championing the AI Workplace Movement series, we look at how organizations balance AI-driven automation with a human-centric approach to work. HR is navigating the integration of AI-driven automation by strategically leveraging technology to streamline administrative tasks while preserving and enhancing the human elements of the employee experience. AI tools are increasingly being used to automate repetitive functions like payroll, recruitment screening, and performance tracking, freeing up HR professionals to focus on relationship-building and strategic initiatives. By incorporating AI into these processes, HR can improve efficiency and accuracy, but the emphasis remains on using the technology to support—not replace—human interactions. For instance, AI-driven insights can help managers personalize employee development plans or identify early signs of burnout, enabling timely and empathetic interventions.

At the same time, HR leaders are cautious about over-reliance on AI, ensuring that its use aligns with a people-first philosophy. Maintaining transparency about how AI is used, providing training for employees to use these tools effectively, and addressing concerns about job displacement are central to this balance. HR is focusing on fostering a culture of trust and emotional connection by prioritizing human engagement in areas like mentorship, conflict resolution, and team building, where AI cannot replicate the nuance of human empathy. This balanced approach ensures that AI enhances productivity while keeping the employee experience deeply rooted in understanding, inclusivity, and genuine connection.

For this series, I spoke to Fortune 500 CHROs including Donna Morris (Chief People Officer, Walmart), Michael Fraccaro (Chief People Officer, Mastercard), Cornelius Boone (Chief People Officer, eBay), Kirsten Marriner (Chief People & Corporate Affairs Officer, The Clorox Company), Maria Zangardi (SVP, HR, and Corporate Officer, Universal Health Services), and Karen Dunning (Senior Vice President, Human Resources, Motorola Solutions).

Below is the final question I ask these leaders — subscribe to my FREE Workplace Intelligence Insider Newsletter and you’ll immediately receive the full article.

How are you balancing the potential for AI-driven automation with the need to maintain a human-centric approach to employee experience and engagement?

Donna Morris (Walmart): We believe technology is here to serve people, not the other way around. Our purpose has always been to help people live better—customers, members, associates. Technology will only help us accelerate towards this goal. It will take both people and technology to deliver on our purpose to help people save money and live better. That’s why we’re investing in creating a world-class digital experience for our associates. Our goal is to help associates save time so they can focus on the most important work – thinking creatively, building relationships and serving our customers and members.

Michael Fraccaro (Mastercard): There are so many opportunities within our industry to use AI as a tool to make our work faster, simpler, and more efficient. But I do believe nothing will ever replace the 'human' of Human Resources. We also believe in humans at the center of AI innovations. Our teams always take a people-first approach to their work and their decisions. The use of AI and automation provides much needed support so that we can do just that – use our capacity to lead strategy and critical work that supports our teams and drives our business forward.

Cornelius Boone (eBay): One of the key benefits of AI is that, when used properly, it can free up time for eBayers to spend more time building strategic customer solutions. If AI can manage calendars more effectively, synthesize information faster, complete repetitive tasks more efficiently, our leaders will be able to spend more time developing our teams and focusing on our buyers and sellers. Our goal is to enable employees to focus on the work that they do best — the human creativity and emotional intelligence needed to make great decisions. Connection and collaboration are invaluable to the employee experience, and AI can’t replace that.

Kirsten Marriner (The Clorox Company): At Clorox, we prioritize a human-centric approach. While AI offers efficiency, we ensure it doesn’t compromise culture and the teammate experience. We’re exploring AI’s value but maintain a human touch in all our efforts.

Maria Zangardi (Universal Health Services): Very carefully and responsibly. For over four decades, we have built a culture of Service Excellence, keeping the patient at the center of everything we do. That focus remains in place as we evaluate the use of AI in healthcare. Nursing is still the most trusted profession, as quantified by Gallup year after year. Nursing patients in direct care settings will continue to have a place in our care continuum.

Karen Dunning (Motorola Solutions): At Motorola Solutions, we believe that AI exists to assist human decision-making, not replace it.Similar to how we work side-by-side with our customers to design solutions that help protect people, property and places, we also want to deeply understand our employees’ work experience to enhance our culture and talent profile. Because we believe there is no one more equipped to define and shape our culture than our employees.

Thanks for reading — be sure to join the conversation on LinkedIn and let me know your thoughts on this topic!

Quote of the Week

“Light tomorrow with today.”
​Elizabeth Barrett Browning