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162 - INTELIGÊNCIA ARTIFICIAL NA GESTÃO DE PESSOAS: ALIADA DA INCLUSÃO OU REPRODUTORA DE DESIGUALDADES?

Doi: 10.47094/978-65-284-0452-0/1594-1601

PALAVRAS CHAVE: Inteligência Artificial. Gestão de pessoas. Diversidade e inclusão.

KEYWORDS: Artificial Intelligence. Human resource management. Diversity and inclusion.

ABSTRACT:
The incorporation of Artificial Intelligence (AI) in human resource management has enhanced efficiency and standardization in recruitment and selection processes, including in small businesses. However, its application raises questions regarding its potential to promote diversity and inclusion or to reproduce historically rooted inequalities. This study investigates the conditions under which AI can act as an ally to more equitable practices, considering perceptions from diverse social groups. An exploratory and descriptive approach was adopted, based on a survey conducted with 148 participants, whose data were analyzed using descriptive statistics and thematic content analysis. The findings reveal ambivalent perceptions: AI is recognized as a tool with potential to increase objectivity and reduce arbitrariness, but also presents risks associated with algorithmic bias and lack of transparency. It is concluded that its impact is conditional, depending on explicit criteria, algorithmic governance, and continuous human oversight. Therefore, AI is not inherently inclusive, requiring ethical and managerial integration to effectively promote diversity.

Autores

  • João Pinheiro de Barros Neto

  • Luisa Soares Monte

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