AI- automated recruitment systems that aim to eliminate any subjective human bias risk overlooking  candidates personal skills and contribute to creating a dehumanising environment for job seekers who spent hours crafting a supporting letter or completing the Additional Information section only for these to be over ruled by an AI straight jacket.

Call centres and the Gig economy are examples of de humanised efficiency . Every one hates Call Centres even the people that work in them. The so called Gig jobs are in fact casual employment for the low paid. So exploitative that the Government has had to intervene. But they are of course very efficient.

In a dehumanised organisation the management culture reflects the emphases on efficiency above all else.  This approach is epitomised by an attendance policy that states “ 3 strikes and you’re out “. A more compassionate management culture would recognise employees as individuals responding flexibility to their concerns, circumstances and issues rather than in an arbitrary and ridged manner. The benefits might be seen in a stable workforce with a lower turnover, savings in recruitment and less antagonistic industrial relations.

If the corporate culture is about being more efficient then any claims to sustainability, benefiting the local community , being a model employer, recognising the value of a diverse workforce are all provided it doesn’t compromise efficiency. Opening the organisation up to the criticism that it’s Social Responsibility policy and corporate values are just window dressing.

There are two clear trends emerging in post Covid organisations. The enthusiastic use of technology to improve efficiency such as AI and the resistance to the dehumanisation of the workplace by promoting compassionate management and corporate  socially responsible polices.

The challenge facing organisations will be to ensure that employees quality of life in the workplace does not deteriorate due to hyper connectivity, dehumanisation, feeling of alienation and higher stress levels , resulting in an increased risk to their mental health . HR will need to make the case for implementing safeguards.