DCA calls for a human rights-first approach to AI in recruitment

Diversity Council Australia (DCA) CEO Catherine Hunter is urging employers and policymakers to treat AI in hiring not just as a technology or efficiency issue, but as a fundamental question of fairness and human rights.
“Relying on AI algorithms to screen candidates can reinforce built in bias, impacting who gets through and who doesn’t, and this can lock people out of jobs,” says Catherine Hunter.

“Our position is simple – people’s skills and experience should not be filtered out by biased code. AI can support recruitment, but it must never replace human judgment when decisions affect people’s livelihoods.

“We are calling for organisations to remain in control of AI. That means being transparent about how these tools are used, how decisions are made, and ensuring humans remain accountable.

“Without this oversight, the promise of a more efficient approach to hiring risks becoming a barrier to equal opportunity—especially for people already facing discrimination and marginalisation.”

Three years ago, DCA warned about the risks of AI in hiring and developed a practical tool to help employers prevent discrimination.

Today, as AI adoption accelerates, the stakes are higher than ever. The impact on workplace diversity will depend entirely on how these systems are designed and deployed.

“Done right, AI could expand opportunity. Done poorly, it could entrench exclusion,” said Catherine.

“This is why DCA is calling for a human rights-first approach to AI in recruitment—one that puts fairness, transparency and inclusion at the centre, and recognises that the right to equal access to employment isn’t optional; but a basic human right.”