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What IT is weighing when it says no to pay data in AI
3 MINUTE READ
Tobias Lipsky is a strategy consultant in Vienna and a friend of mine, so keep that in mind. I asked him what IT is weighing when it tells a comp team no to employee data in AI.
Most of the worry isn't new, he says. Who can see HR data and where it goes were IT's questions long before AI. The only new party is the company behind the tool. The question he wants people to answer first is what they actually want to accomplish.
I turned our conversation into four questions to take into that meeting, plus who usually signs it off. None of it is legal advice.
Which question does your IT team ask you first? Hit reply and tell me.
You can hear the full conversation on Spotify as Stop being scared of your IT team.
FROM A RANGE MEMBER
Eduard Blum, a reward leader and founding member at Range, shares his gold standard for AI in Rewards: a personalised pay statement for each employee.
Read → his piece
ON THE RADAR
Four AI chatbots recommended lower salary asks to women than to identical men. Published 1 October as a preprint by researchers at Harvard Kennedy School and MIT Sloan. Across 80,000 queries, the advice for the man was $5,820 higher on average. The gap by chatbot ran from $1,594 to $15,915. The chatbots pointed women to childcare support 80% of the time, against 20% for men. The study doesn't test what people do with the advice, and it hasn't been peer reviewed. For comp and reward, an employee may have read advice like this before they ask you about pay. Read → the preprint
Five of the 12 Federal Reserve districts report firms cutting or delaying hiring after investing in AI. Published 14 October in the Beige Book, from reports gathered on or before 5 October. Firms cut staffing through attrition, delayed hiring, or expect less job creation. The same report notes higher cost-of-living pay demands and rising benefit costs. The evidence is anecdotes from employers with no sample, and it doesn't say which five districts. For comp and reward, AI shows up in hiring volumes first. The pay pressure comes from the cost of living and benefits. Read → the Beige Book
RECENT EDITIONS
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