AI is rapidly being integrated into the workplace and is expected to reshape how work is performed. While this transformation creates significant opportunity, it also carries a risk of disproportionately impacting underrepresented groups.
If implemented with strong governance across data, models, security, and risk, AI has the potential to become a powerful enabler of inclusion, by prompting organisations to critically assess existing systems, processes, and biases.
As part of our wider inclusion strategy, we are launching a programme to identify risks, opportunities, and practical actions for organisations adopting AI. We are pleased to be partnering with Represent AI (find out more about our partnership announcement), a community of AI experts, to support businesses and communities in building AI capability and upskilling underrepresented communities in an inclusive and responsible way, whilst also demonstrating ROI.
How AI may affect underrepresented employees
AI adoption is accelerating faster than many organisations and individuals, can keep pace with. At InvestingIN, in partnership with Represent AI, we are examining how this transition may disproportionately impact under-represented groups, and how these risks can be mitigated.
The key risk areas
1. Unequal access to opportunities
50–55% of jobs will be reshaped, according to a 2026 analysis, with 10–15% face outright elimination.
As roles evolve, access to reskilling and new opportunities will be critical. However, under-represented groups are often less likely to be:
• Offered AI and digital skills training
• Included in transformation initiatives
• Supported to adapt into new roles
Without intervention, there is a risk that existing inequalities are reinforced as organisations transition to AI-enabled ways of working.
2. Disproportionate impact of workforce change
Despite employment law protections, there is concern from reports and feedback (including Unison and government surveys) that underrepresented groups are disproportionately negatively impacted within redundancies. In the UK, there is a predicted 17% reduction of headcount this year alone due to AI, citing that mostly entry or administration tasks will be replaced.
Roles most exposed to automation, particularly entry-level and administrative positions, are more likely to be held by under-represented groups. This creates a structural risk that redundancies or role redesign may particularly disproportionately affect:
• Women
• Ethnic minority groups
• Disabled employees
• Younger and older workers
Active monitoring and fair selection processes will be critical.
3. Gaps in governance and oversight
AI systems require human direction, testing, and accountability. In many organisations, adoption is happening at pace and across functions, often without consistent governance.
Without clear oversight:
• Bias can be embedded into systems and decision-making
• Diverse perspectives may be excluded from design and deployment
• Risks to inclusion may go unidentified
This is particularly relevant in HR processes such as recruitment, performance management, and employee data use.
There are is also concern on the impact of lack of diversity of thought involved in AI integrated into products and services offered to customers and the wider public. This can result in excluding a diverse population and therefore not being accessible or inclusive to all.
Other considerations:
Social mobility and access to future skills
Access to AI tools, training, and career pathways remains uneven. Individuals from lower-income backgrounds may face barriers to entering AI-enabled roles, risking a widening of socio-economic gaps.
Workforce representation
Under-represented groups remain concentrated in entry to mid-level roles, which are more susceptible to automation, while being under-represented in leadership roles shaping AI strategy and governance.
Identity, trust and data security
AI increases reliance on sensitive employee data. Without strong governance and transparency, this may impact trust, particularly in areas such as diversity data collection and analysis. Ensuring data security and responsible use is essential.
Mitigating risks: What we are planning
We are starting the journey with you to get AI ready in an inclusive way!
Sharing best practice
• We are developing the next phase of our Matrix benchmarking framework, incorporating inclusive AI standards, practical guidance, and an accreditation model to support accountability.
• We will be releasing a the Inclusive AI Report, backed by Government, sharing best practice and mitigating risk.
Leadership and governance engagement
We will convene organisations through:
• An AI leadership roundtable in Parliament (15 September 2026)
• The AI Working Group within the All-Party Parliamentary Group for Governance and Inclusive Leadership
These forums will focus on strengthening governance and sharing best practice. We will collect and review the industry data, and empower you to take data driven decisions.
Capability building for inclusion teams
Through workshops, action groups, and our Introduction to AI for Inclusion Specialists session at the Inclusion Conference, we will support HR and inclusion teams to review AI usage, policy, adoption and best practices based on real life experiences.
Ensuring underrepresented groups are AI ready
Ensuring equitable access to AI skills and opportunities is critical.
In partnership with Represent AI, we will upskill in using AI, and help you empower your workforce to be AI ready.:
• Expert AI insights and practical guidance
• Targeted training opportunities
• Ability to learn from real life experiences, case studies and best practices.
• Support through our Future Leaders programme
We welcome organisations looking to partner on internal programmes, training, or events.
Get in touch to find out more about your organisation becoming a member, email us
Announcing our new partnership
