HR leaders urged to put people before technology as AI reshapes the workplace

Human resources leaders will need to step up as the “human conscience” of artificial intelligence if they want to build trust, inclusion and long‑term value from new technologies, according to Diversity Council Australia (DCA) deputy chair Chris Lamb.

Speaking ahead of the National HR Summit 2026, Lamb says his session on human-centric AI leadership will challenge HR professionals to move beyond the hype and focus on how AI is actually designed, governed and used in their organisations.

Human-centric AI: more than a tech project

Lamb will lead a discussion that goes to the heart of one of HR’s biggest emerging responsibilities: ensuring AI is introduced in ways that are ethical, fair and aligned with organisational values.

“We’ll be unpacking what responsible AI looks like in practice,” Lamb explained. “That ranges from embedding ethical standards and aligning technology with organisational values, right through to navigating legal, privacy and compliance challenges.”

The session will also dive into the nuts and bolts of how AI is communicated and managed day to day – including transparent data use, clear decision-making frameworks and accountability mechanisms that employees can understand and trust.

“It’s about how we talk about AI, how we explain what it’s doing, and how we make sure people know who is ultimately responsible for its decisions,” Lamb added.

AI is a human challenge, not just a technical one

A central message Lamb wants to deliver is that AI leadership cannot be left to IT or data teams alone.

“Responsible AI leadership is not just a technical challenge, it’s a human one,” he said. “HR leaders play a critical role in ensuring AI is deployed in ways that are ethical, fair, inclusive and aligned with organisational values.”

He argued that HR has a unique vantage point across culture, governance, capability and risk – and must use that influence to ensure AI supports, rather than undermines, inclusion.

DCA’s recent Inclusive AI in Recruitment research is a case in point. The findings show that while AI can dramatically improve fairness and efficiency in hiring, it can just as easily “reinforce existing bias and exclusion” if it is not carefully designed, tested and implemented.

“The research underscores how important transparency and appropriate human oversight are, especially in high-stakes areas like recruitment and progression,” Lamb noted. “You can’t just plug in a tool and walk away. People’s careers, livelihoods and sense of belonging depend on getting this right.”

From buzzword to practical action

For Lamb, the goal of the Summit session is to move the conversation beyond abstract principles and into concrete action that HR leaders can take back to their organisations.

“Above all, I hope leaders leave with practical strategies for implementing AI in ways that help rather than harm employees,” he said.

That includes:

• Building governance frameworks that clearly define roles, responsibilities and escalation paths for AI-related decisions.
• Involving diverse stakeholders – including employees and under‑represented groups – in the design and testing of AI tools.
• Putting in place robust review and appeal processes so employees can question or challenge AI-driven outcomes.
• Ensuring ongoing training so HR and business leaders understand both the potential and the risks of AI systems.

“Human-centric AI is about using technology to create better, fairer and more inclusive workplaces, not just more efficient ones,” Lamb emphasised. “If efficiency is the only lens, we will miss both the risks and the real opportunities.”

Why the National HR Summit matters now

With AI rapidly moving from experimental pilots to everyday business tools, Lamb believes forums like the National HR Summit have never been more critical.

“Opportunities like the National HR Summit are important because they bring together leaders who have the influence, resources and responsibility to shape workplace culture at scale,” he said.

These gatherings, he argues, provide a rare chance for HR professionals to compare notes on what’s actually working, what has backfired, and where the biggest gaps remain.

“They allow us to share evidence-based insights, learn from real-world practice, and have honest conversations about what’s working and what still needs to change,” Lamb explained. “They help build momentum for inclusion and strengthen capability across the HR profession.”

Crucially, he sees the Summit as a way to keep diversity and inclusion central to how organisations design the future of work – rather than treating them as an afterthought once the technology is already in place.

“As new technologies like AI transform our workplaces, we have a narrow window to make sure inclusion is built in from the start,” Lamb warned. “The decisions HR leaders make now will set the tone for years to come.”

Setting the agenda for AI and inclusion in 2026

With AI tools advancing at speed, Lamb’s session is expected to be a key drawcard for HR professionals grappling with how to balance innovation and risk.

Attendees can expect a candid, practical conversation that blends research, real-world case studies and actionable advice – all focused on one central question: how can HR lead the way in making AI work for people, not just for profit?

For organisations looking to stay ahead of the curve on ethics, inclusion and technology, the National HR Summit 2026 is shaping up as a pivotal moment to learn, connect and set a human-centric agenda for the AI-enabled workplace.

To secure your ticket to HRD's National HR Summit 2026, click here.