Riassunto analitico
The preponderant usage of new technologies inside the companies have opened the path to an unprecedent development in the economic world. The revolution of big data, accompanied by the spread of artificial intelligence systems have determined disruptive changes in every sector. At the state of art, AI is a mature technology and a key asset for most of the industries. Thanks to the vast range of its applications, AI could contribute to solve the challenges of the modern societies, leading to the creation of a fairer and healthier, mankind. The solemn goal of the AI is to increase the wellbeing of the people, but, on the opposite side, moral and juridical attributes have been eroded in the name of the higher efficiency and productivity. The AI- Decision Systems are run automatically according to the data collected, however, the bias in the data and in the algorithmic structure, as well as the negative manipulation of the results caused several episodes of discrimination. In the democratic societies the right of individuals to be treated equally and fairly is a prerequisite of the civil rules that govern the dynamics of public wellbeing. The externalities generated by AIs have both positive and negative implications in the public and private spheres.
The unfair differentiation inside the private sphere regards mostly two subjects: the final consumer and companies’ personnel. The formers are frequently victim during the purchasing process, the latter can experience different treatment caused by sex, believe, age and so forth on horizontal (colleagues) and vertical (superior) level. The HR role became fundamental in promoting and spreading the digital culture: to embrace the change became a key factor of success, indeed recent surveys highlighted the rising interest of a vast part of innovative companies to support the HR decisions with the predictive capabilities of the AI, however, the effective application of AI have been faced several obstacles that necessitate to be analyzed and solved as soon as possible to fully exploit the AI capabilities.
The aim of this thesis is to investigate the relationship between the spread of the newest technologies (AIs) and the equity in the workplace. In this context, equity is defined as the equal, impartial, just, and without favoritisms treatment of every actor involved in companies’ activities. The first part of the thesis will describe the theme from a theoretical point view starting from the challenges of the AI application inside the HR and ending with the comparison between two main actors in the international economic scenario: US and European Union. The approach adopted by the two entities is completely different on what concerns AI, but similar in tackling the discrimination, especially in the workplace.
The second part of the thesis illustrates an empirical investigation structured as a linear regression which involves a data panel from all the European Members and US in the period 2007-2019. The goal is to analyze the relationship between the AI and the equality indicators. The AI spread can not be objectively measured, for this reason an ad hoc parameter (called AI Index) was created in order to approximate the level of the technology spread inside the Countries. The methodology adopted replicate the strategy pursuit by “Leland Stanford Junior University ' and by ‘Tortoise Media Group”, which elaborated the most recognized database concerning the AIs on the global scale. On what concerns the equity, the data will be focused on different aspects to assess the trust of management decision, the episodes of discrimination, the gender equality and so forth. The results obtained are discussed in the conclusive part.
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Abstract
The preponderant usage of new technologies inside the companies have opened the path to an unprecedent development in the economic world. The revolution of big data, accompanied by the spread of artificial intelligence systems have determined disruptive changes in every sector. At the state of art, AI is a mature technology and a key asset for most of the industries. Thanks to the vast range of its applications, AI could contribute to solve the challenges of the modern societies, leading to the creation of a fairer and healthier, mankind. The solemn goal of the AI is to increase the wellbeing of the people, but, on the opposite side, moral and juridical attributes have been eroded in the name of the higher efficiency and productivity. The AI- Decision Systems are run automatically according to the data collected, however, the bias in the data and in the algorithmic structure, as well as the negative manipulation of the results caused several episodes of discrimination. In the democratic societies the right of individuals to be treated equally and fairly is a prerequisite of the civil rules that govern the dynamics of public wellbeing. The externalities generated by AIs have both positive and negative implications in the public and private spheres.
The unfair differentiation inside the private sphere regards mostly two subjects: the final consumer and companies’ personnel. The formers are frequently victim during the purchasing process, the latter can experience different treatment caused by sex, believe, age and so forth on horizontal (colleagues) and vertical (superior) level. The HR role became fundamental in promoting and spreading the digital culture: to embrace the change became a key factor of success, indeed recent surveys highlighted the rising interest of a vast part of innovative companies to support the HR decisions with the predictive capabilities of the AI, however, the effective application of AI have been faced several obstacles that necessitate to be analyzed and solved as soon as possible to fully exploit the AI capabilities.
The aim of this thesis is to investigate the relationship between the spread of the newest technologies (AIs) and the equity in the workplace. In this context, equity is defined as the equal, impartial, just, and without favoritisms treatment of every actor involved in companies’ activities. The first part of the thesis will describe the theme from a theoretical point view starting from the challenges of the AI application inside the HR and ending with the comparison between two main actors in the international economic scenario: US and European Union. The approach adopted by the two entities is completely different on what concerns AI, but similar in tackling the discrimination, especially in the workplace.
The second part of the thesis illustrates an empirical investigation structured as a linear regression which involves a data panel from all the European Members and US in the period 2007-2019. The goal is to analyze the relationship between the AI and the equality indicators. The AI spread can not be objectively measured, for this reason an ad hoc parameter (called AI Index) was created in order to approximate the level of the technology spread inside the Countries. The methodology adopted replicate the strategy pursuit by “Leland Stanford Junior University ' and by ‘Tortoise Media Group”, which elaborated the most recognized database concerning the AIs on the global scale. On what concerns the equity, the data will be focused on different aspects to assess the trust of management decision, the episodes of discrimination, the gender equality and so forth. The results obtained are discussed in the conclusive part.
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