Automating Hiring Without Losing the People
A fashion giant automating recruitment — and what that does to the people still doing the job.
A look at whether a major fashion company can bring in AI hiring tools and 3D design software without damaging the culture and people underneath it.
A set of recommendations that live inside the systems themselves, not next to them.
The technology was moving faster than the culture and leadership needed to support it — one striking number: 56% of monitored workers reported high stress, against 40% of those who weren't monitored.
Company reports and case materials, workforce and diversity data, and research on algorithmic bias, motivation and leadership under pressure.
Most "digital transformation" problems aren't really about the technology at all — they're people and management problems that happen to involve software.
Build the ethics directly into the hiring and design systems themselves — clear criteria, ongoing bias checks — instead of treating fairness as a policy added on afterward.
A full governance approach for AI-driven hiring and design tools, aimed at cutting bias without stripping away people's autonomy or creative ownership.
Six specific moves — from fairer AI hiring criteria to giving employees a say in how their own workflows get redesigned, to a shift away from surveillance-style performance tracking.
"Policy fixes that don't touch the actual infrastructure tend not to hold — the fairness has to be built into the system, not bolted on top of it."
Read the complete report submitted for this project, including the research, analysis, strategy, and final recommendations.