AI in companies entails risks related to data security and the protection of know-how. Organizations need appropriate policies to ensure ethical and compliant use.
If an employee uses artificial intelligence systems – often generative – to carry out his or her work activities, he or she may, more or less consciously, share company know-how and personal information with external, and thus unauthorized, parties.
The risks of AI in the company, explained by the AI
In an attempt to answer this question, we asked one of the parties directly involved. Below, by points, are the main red flags related to the adoption of generative A.I. that were pointed out to us by herself.
According to the A.I., allowing workers to use these technologies could entail for a company
These are all interesting points to which one cannot fail to add the risk of the disclosure of corporate know-how and thus the dispersion of sensitive information for a company.
For an organization to study, define and implement policies, regulations and corporate guidelines for ethical and aware management of IA, but also to be fully compliant with regulatory dictates and to be protected from the risk of incurring one or more of the foreseen violations, it is essential.
An organization is accountable for its actions, decisions and performance not only to the legal system but also to its stakeholders – be they employees, customers, shareholders, suppliers.
A – now inevitable – implementation of artificial intelligence that is guided, responsible and aware, with careful oversight of its applications, may be the key to ensuring that the benefits and advantages outweigh what may be the risks.
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The introduction of artificial intelligence (AI)-based systems in the workplace is revolutionizing business processes, allowing companies to achieve significant advantages in terms of efficiency, precision, and productivity, even in the management and organization of their workforce.
However, the adoption of such tools raises several critical issues, and it must necessarily align with the principle of non-discrimination in the workplace.
In Italy, there have already been several rulings that have addressed the issue from different angles, highlighting the risks associated with the use of algorithms and decision-making systems in workforce management.
For instance, the Court of Palermo, with a ruling on November 17, 2023, determined the discriminatory nature of the excellence evaluation system used by a well-known home delivery company for assigning tasks to its couriers.
The platform used by the company relied on a system known as the “excellence score“, which rewarded the most productive couriers—those who made the most deliveries—and the most reliable ones, i.e. those who worked extensively during high-demand hours, such as evenings or holidays, granting them priority access to selecting subsequent job assignments.
However, this created a significant disparity of treatment compared to workers who could not meet such requirements.
The examined rulings clearly highlight the potential risks associated with the use of artificial intelligence systems in the workplace. These tools, often perceived as inherently impartial due to their technological and non-human nature, can in fact produce discriminatory or inequitable results that are difficult for the user to identify.
The rulings analyzed highlight the risks associated with the use of new artificial intelligence systems, with particular attention to the issue of ensuring equal treatment and preventing discrimination that could arise from their use in the workplace.
It will therefore be crucial for companies to invest time and resources in acquiring a thorough understanding of artificial intelligence tools and learning to use them effectively and responsibly. This is not only to gain competitive advantages in the market but also to ensure that the adoption of technology is fully compliant with existing regulations.
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