Current Opinion in Psychology· 2026Q1· Review
When AI meets DEI: Employee AI-beliefs and their implications for workplace diversity, equity, and inclusion
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- Q1SCImago
- 2026year
Short summary
Employee beliefs about AI's competence, warmth, and morality can impact diversity, equity, and inclusion (DEI) goals, regardless of AI's actual function.
AI-generated from the title and abstract; the full text is not read.
Key points
- Employee beliefs about AI's competence, warmth, and morality can affect DEI goals.
- These beliefs operate independently of AI's actual design or outputs.
- AI-beliefs can disadvantage underrepresented groups in certain contexts.
- AI-beliefs can also create opportunities for bridging human subgroups.
- Workplace DEI strategies must address both AI functionality and employee AI perceptions.
AI-generated from the title and abstract; the full text is not read.
Abstract
As artificial intelligence (AI) reshapes the workplace, its impact on diversity, equity, and inclusion (DEI) has been examined primarily through the lens of what AI actually does (i.e., system design, outputs). This review shifts the focus to humans' subjective beliefs about AI, identifying mechanisms through which three dimensions of AI-beliefs (competence, warmth, and morality) may affect DEI goals: improving representation of underrepresented groups, closing career gaps across groups, and fostering inclusion. Our synthesis shows that, independently of what AI does, AI-beliefs can disadvantage underrepresented groups in some contexts, while creating opportunities for bridging human subgroups in others. This suggests that achieving DEI goals in AI-integrated workplaces requires attention not only to the properties and behavior of AI, but also to employees’ beliefs about AI itself.
The authors' abstract, as published at the source. Current Opinion in Psychology, 2026 · DOI ↗
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Field: Organizational Behavior and Human Resource Management
Organizational Behavior and Human Resource ManagementBusiness, Management and Accounting