Diversity, Equity, Inclusion and Accessibility (DEIA)2023-04-26T21:00:06+00:00
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Diversity, Equity, Inclusion and Accessibility (DEIA)

Learn how a focus on Diversity, Equity, Inclusion, & Accessibility (DEIA) can support workers with and without disabilities.

Featured Resources

There are many ways that you can boost inclusion in your workplace. From ensuring that the technologies you use are accessible to participating in community initiatives, you can make an impact.

Wesley Faulkner, Head of Community at SingleStore, shares how being a person of color and having ADHD & dyslexia impacted disclosing his disability at work. He also reveals his vision for the inclusive workplace of the future.

PEAT developed the AI & Disability Inclusion Toolkit to help your organization navigate the potential risks of implementing AI technologies (specifically for people with disabilities), to outline practices you can adopt to try making AI implementations more equitable, and to help you make a business case for Equitable AI to organizational leaders.

Employers are adopting new surveillance technologies to monitor and rank how employees move and behave on the job. However, this trend may create barriers for workers with disabilities and other underrepresented groups, undermining Diversity, Equity, Inclusion, and Accessibility (DEIA) goals.

Latest Resources

Podcast: Ethics, Equity, & Inclusion in Emerging Technologies

Noble Ackerson, Director of Product for AIML with Ventera Corporation and President of the CyberXR Coalition, discusses the need for diverse and inclusive extended reality (XR) and shares his perspective on artificial intelligence (AI) ethics. He also gives guidance on AI-enabled hiring tools and bias mitigation. […]

Spotlight on Digital Equity

At PEAT, we are passionate about ensuring that workers across the country have access to the digital tools they need to succeed. Digital tools at work include everything from strong broadband connections to artificial intelligence (AI) that reduces bias in the hiring process. […]

Key Takeaways for Employers

Employers should exercise strong caution when using automated surveillance tools. They should develop best practices that limit surveillance through intentional centralized governance procedures that prioritize inclusion for people with disabilities and other underrepresented groups. Aside from legal compliance concerns, automated workplace surveillance could result in harmful organizational cultures and other undesirable outcomes.

How Surveillance Tools Risk Discrimination

People with disabilities and chronic health conditions are less likely to be employed due to systemic barriers, including workplace discrimination. They are also particularly vulnerable to the harms of automated surveillance, which can exacerbate barriers. When it comes to automated decision-making, research shows that data science predictions are often completely wrong for outlier groups like people with disabilities.

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