Getting AI Right in the Workplace Starts Now, Not Later
During my Churchill Fellowship research, I spoke with people and organisations worldwide about how artificial intelligence is shaping work. One thing that stood out clearly is that getting AI right in the workplace starts now because AI isn’t on its way; it’s already here. The changes within technology and society aren’t abstract or theoretical. They’re tangible, visible and happening now.
This shift and progression of AI capabilities create opportunities and risks. For organisations trying to build more inclusive workplaces, AI is already playing a significant role in accessibility. Across the UK, disabled employees are using AI as a reasonable adjustment. In my own work—supporting businesses on accessibility, workplace culture and innovation—this is now the most requested adjustment I hear about.
Responsible AI can remove barriers, improve access, and increase productivity when done well. The potential overall positive impacts on society are huge! But organisations collectively must get right making inclusion part of the design from the beginning, not added in later as a fix.
The Responsibility of Getting AI Right
In the age of AI, implementing it can either reinforce exclusion or open the door to progress. There are things we must get right and decisions to take now that are critical, not just for performance and compliance, but for the culture and integrity of the workplace.
Getting AI right means building systems that work for more people, not just for those who already hold power. It means involving disabled and marginalised voices in decisions about AI tools and systems, not as an afterthought, but as core contributors. It means setting clear ethical and safety standards and understanding the social context in which AI will be used.
When AI is introduced without inclusive thinking, it can quickly become a source of harm. Poorly designed systems can limit opportunities, automate bias, or make environments even more inaccessible.
Inclusive AI doesn’t happen by default. It happens by design.
What Inclusive AI Makes Possible
Human-Centred AI may shift the boundaries of what’s possible at work—if we choose to use it that way.
It can open up new paths for innovation by supporting historically excluded people. With fewer barriers, more people can contribute ideas, take initiative and lead. That means stronger, more resilient organisations with fresh thinking at the core.
Human-centred AI also helps organisations attract and keep a wider range of talent. When tools and systems are designed with accessibility in mind, they support a broader set of needs. This creates a workplace where more people can do their best work—and stay longer.
AI can also improve how people feel at work. When people, including but not limited to disabled people, are supported with tools that meet their needs, they’re more engaged, more confident, and more likely to stay and grow.
But all of this depends on building with intention. Without that, the benefits will remain out of reach.
A Key Insight from My Research
One of the most powerful insights from my Churchill Fellowship research came from a conversation about AI design and power.
“We just have to make sure that disabled and other marginalised and intersectional expert voices are actually in the room where these AI systems are being built. If we don't do this now, we risk baking in old biases and missing a golden opportunity to create truly inclusive tech.”
That single sentence sums up a huge part of the challenge: inclusion isn’t just a value; it’s a practical requirement. Without the power of lived experience in inclusive AI design, bias will be designed in. And the chance to build something fairer will pass us by.
This is why getting AI right matters, not as a technical process, but as a human one.
Laying the Groundwork for Inclusive and Powerful AI
Every organisation will tap into the use of AI sooner or later. As AI becomes more powerful and more accessible AI features are developed, the real question is whether you do it in a way that supports your people or leaves them behind. Failing to plan for inclusion now creates risk. It can lead to legal and reputational problems. It can damage trust with staff and service users. It can block progress toward your equity goals.
On the other hand, early, thoughtful planning creates a real advantage. Organisations that lay the groundwork for inclusive AI now are better positioned to lead. They’re more able to adapt as technologies evolve, and better equipped to make meaningful, measurable improvements to how they work.
If you want practical help with this, I’ve pulled together guidance for an online AI webinar, based on my Churchill Fellowship AI research.
Explore how I support organisations with accessible AI integration with my consulting work! You can also download the full Churchill Fellowship report and explore my inclusive workplace AI research.
Frequently Asked Questions About AI in the Workplace
What does “getting AI right” mean for HR and leadership teams?
For HR and leadership teams, getting AI right means ensuring any AI tools used in recruitment, performance monitoring, scheduling or workplace support are aligned with your organisation’s values, equity goals and legal obligations. Effective AI regulation that enhances protection while managing risks involves choosing systems that actively support, rather than exclude, disabled and neurodivergent employees, and embedding this thinking into procurement, policy, and training.
How can businesses assess if their AI tools are inclusive?
Start by mapping where AI is already in use—from automated CV screening to meeting transcription tools. Then review whether those tools meet accessibility standards (like WCAG Law), offer flexibility for neurodiverse users, and were designed with input from diverse users. Consider an accessibility audit or an inclusion-focused impact assessment.
Is accessible AI more expensive or harder to implement?
Not necessarily. Many inclusive tech tools (like dictation, screen reading, or summarisation features) are already built into existing platforms. The real cost often lies in retrofitting or replacing systems that weren’t inclusive from the start. Inclusive design saves time and money in the long run—and protects you from reputational or compliance risks.
What are some early signs that AI might be causing harm at work?
Red flags include employees avoiding new tools, disengaging, or reporting that systems feel “automated but not helpful.” Disproportionate impacts on disabled, older, or marginalised staff can also signal problems, especially if productivity or wellbeing dips after implementation. Data gaps, poor transparency, or a lack of opt-out options may also indicate ethical concerns.
Can small or mid-size organisations “get AI right” without big budgets?
Yes. Getting AI right is about intention, not size. Many smaller organisations succeed by starting small: involving disabled users early, testing tools in real contexts, and building flexible policies. Clear communication and inclusive training can also close gaps without expensive tech overhauls.
Join Me Online for the Getting AI Right Webinar
If you want to go deeper, I’m running a live online session that unpacks what it means to get AI right, particularly for workplace inclusion.
Getting AI Right: Building Accessible, Responsible & Risk-Ready Workplaces
Friday 30th May | 1 PM – 3 PM
In this session, you’ll learn how AI is already being used by disabled and neurodivergent employees, including as a widely requested reasonable adjustment. We’ll also look at who else is using AI, and why failing to plan for accessibility, bias, and data risks could leave your organisation exposed.
We’ll explore:
How AI can increase risks to 'vulnerable' employees, customers or service users?
What happens when AI is implemented without ethical or inclusive safeguards?
The top workplace risks linked to AI and people outcomes—and how to start mitigating them.
A real-world case study of AI policy in action within a disabled-led business.
If you’re responsible for people, policy, digital systems or equity, this session will equip you with practical insight and tools to lead with confidence. Look forward to seeing you there!