Fair Work: AI & DEI Hackathon Explores Workplace Challenges

Still buzzing (and reflecting) after co-MC’ing Fair Work: the AI & DEI Hackathon last week with Dr Michelle Penelope King. There was something genuinely powerful about being in a room where people were willing to grapple with the real questions: Who gets seen? Who gets excluded? And what happens when those decisions are shaped by AI? Because this isn’t theoretical anymore. These systems are already influencing people’s experiences of work. For me, that’s what makes the intersection of AI and DEI so important. It’s not just about innovation. It’s about responsibility, fairness, and the kind of future we’re building. What I valued most was the balance: big thinking, honest challenge, and practical problem-solving. We didn’t minimize the risks…. and we also dared to dream and practice how we work through them together. Grateful to have played a part in holding that space, and excited to keep pushing this conversation forward. #AI #DEI #FutureOfWork #ResponsibleAI #Inclusion

We produce some pretty incredible content at Stanton House, from market salary guides to AI insights but it is our thought leadership in Neurodiversity in the workplace that I am really proud of. To mark Neurodiversity Celebration Week, I think the team have smashed it for six with our latest Outspoken article written by Rory Black. It's a really honest, important and brave bit of writing that others will no doubt find inspiring. I'd really recommend taking 5 mins out of your day to give it a read through, it will be worth it! Link is in the comments. If you want to learn more about Neurodiversity in the workplace, perhaps to help create an inclusive place in your own team/company, make sure you check out our full Insight guide (you can download it here: https://lnkd.in/eR67wW6M)

In early March the WOW staff Bjørn Van Heusden and Rolf Bro Weber attended European Employment & Social Rights Forum 2026 in Brussels. We have allowed the experience to settle before sharing – because the most valuable insights often emerge at the intersection of grand European visions and our daily practice at WOW. After processing the many presentations and debates, three strategic reflections stand out: Social Rights as a Foundation for Growth: There is a growing realization that strong social rights are not an expense, but a prerequisite for economic stability in a volatile Europe. AI & The Human Element: The debate is no longer about if AI is coming, but how we ensure that technology supports—rather than undermines—employee well-being and autonomy. Up-skilling in Practice: The need for skill development is urgent. However, it requires new, flexible learning formats that fit into a modern working life. At WOW, we are now integrating these perspectives into our upcoming projects. We are proud to be where the European agenda is shaped, ensuring our initiatives remain at the forefront. #EUSocialForum #WOW #FutureOfWork #SocialRights #Leadership #ProfessionalDevelopment

I am really pleased to see the Presidents statement and draft guidelines for the use of GenAI in preparing and lodging claims to the Fair Work Commission. I really encourage HR practitioners to read through and provide feedback. Not having appropriate guidelines/ checks and balances in place adds to our workload and the mental strain of preparing responses to the (sometimes) slop that AI spits out. I really like that they commission has addressed privacy, data referencing and one of my personal favorites in paragraph 28. -"You cannot check whether the details of a document are correct and relevant by asking GenAI." https://lnkd.in/gP2YY3nE

Our MD Lorraine, had a fantastic time at the REC member meetup last week, hosted by The Recruitment & Employment Confederation. It was an insightful session with Neil Carberry and James Osborne, who shared valuable perspectives on the evolving recruitment landscape — and what lies ahead for 2026. Key themes from the day included: • The ongoing impact of the Employment Rights Act on recruitment businesses • Latest labour market trends and what they mean in practice • How operating models are evolving to meet changing client and candidate expectations • How AI can drive efficiencies across recruitment businesses Lorraine even (hopefully!) persuaded Neil to join her Women in Leadership lunch at the beginning of July, where he’ll be sharing further insights into the recruitment market. Reflecting on the event, Lorraine said: “Today was a fantastic opportunity to hear honest, practical insights from across the industry. The discussions reinforced the importance of adaptability, collaboration, and staying close to both our clients and candidates as the market continues to evolve.” We’re looking forward to putting these insights into action and continuing to strengthen how we support our partners. Lorraine will also be sharing more detailed takeaways at our Employment Law Seminar on 25th March — we’re excited to continue the conversation there. #Recruitment #Leadership #AI #LabourMarket #EmploymentLaw #WomenInLeadership

Majority Minority. Majority Minority. 🗣️ Say it with me..M A J O R I T Y M I N O R I T Y! It's as inevitable (but less prepared for) as AI. The consumer/employee wall is collapsing and both consumer and employee (and talent pools) are evermore black and brown. That requires an entirely different ecosystem regarding culture and systems at work. Is your employee life cycle built for what was or for what is and what's to come? Harper Slade Advisors, WBE & MBE Certified supports you in readying for the multicultural economy and the human future of work. https://lnkd.in/e88FCC3V #multiculturalMaturity #FutureofWork #Economics #Workplace #CultureandEngagement

I'm delighted to have been invited as an expert panelist at Culture Shift 's annual conference tomorrow in Manchester, where we will be discussing how employers can navigate workplace conflicts arising from political, religious, and other belief-related discrimination law. This is a really important topic that I imagine so many employers, employees, and fellow lawyers alike may need clarity on. If you wish to attend, you can still sign up using the following link: https://lnkd.in/egYqYKnQ I also wrote an article on The Times on the case of Miller v University of Bristol, a key case on belief-related discrimination which is now being appealed. Read it here: https://lnkd.in/eFdMiiPz

Unfair dismissal and General Protections claims are at an all-time high, with around 25% more claims than average lodged in the Fair Work Commission – almost 50,000 in the 24/25 Financial Year. This is due in large part to AI making it simpler for employees to make claims, but also due to inadequate processes and changing laws that employers are not keeping up with. In this upcoming webinar, Richard Gunningham (Principal) will cover how to manage dismissal risks, common employer mistakes, how to defend claims, and key recent FWC decisions. Register here - https://lnkd.in/gWC2rFnU

This week, Nina Loshkajian, Technology and Racial Justice Collaborative fellow, published a new op-ed in HR Executive that examines a troubling shift in federal civil rights enforcement just as #ArtificialIntelligence rapidly transforms the workplace. https://lnkd.in/evkak3bk

The biggest barrier to neuroinclusion right now isn’t knowledge. It’s fear. Fear of saying the wrong thing. Fear of getting it wrong. Fear that it’ll be expensive, time-consuming, or land you in a tribunal. I heard this theme at yesterday’s Mayoral Summit from multiple speakers - including Dr Shirley Woods-Gallagher Ian MacArthur Howard Dawber OBE Shaun Lowthian. And here’s the truth- when fear dominates the conversation, employers start treating neuroinclusion as a risk to manage rather than an opportunity to build something better. Nancy Doyle and I discussed how performance reviews become sites of exclusion. HR processes confuse difference with deficiency. And organisations end up doing just enough to avoid complaint - rather than doing the work that actually changes things. One stat that should cut through the noise: most reasonable adjustments cost nothing. Zero. Free. Already possible. So the question isn’t really about budget. It’s about whether we’re willing to look honestly at our systems -and redesign the ones that aren’t working. That’s the shift. From fear to action. From tick-box to transformation. It’s not always comfortable. But it’s entirely doable.