The successful integration of AI in the workplace hinges on early and ongoing collaboration between HR and IT departments. When these teams work in silos, organizations face blind spots that can hinder compliance, user adoption and overall effectiveness of AI tools. A joint approach enables both technical and HR needs to be addressed, from requirement gathering to implementation and continuous optimization. By embedding transparency, fairness and accountability throughout the AI lifecycle, HR and IT can together create systems that enhance both workforce experiences and operational efficiency.

As resistance to the language of DEI grows, Amy Dufrane, the CEO of the HR Certification Institute, urges HR leaders to focus on the core principles behind these efforts, including fairness, inclusivity and opportunity. "Instead of focusing narrowly on terminology, they can reframe initiatives around strategic outcomes -- like talent development, workforce planning and employee engagement -- that are universally valued and essential for productivity," says Dufrane.

Effective AI implementation still relies on prioritizing initiatives, writes Michael Martin, a former CHRO and current consultant. Developing clear roadmaps, establishing governance and collaborating among C-suite leaders are critical components. Leaders are encouraged to leverage established change management playbooks to guide transformation, measure ROI and ensure the workforce is prepared for ongoing change.

AI governance requires human oversight to bring the various puzzle pieces together to mitigate risks while encouraging trust and collaboration throughout the organization. These metaphorical puzzle pieces include establishing purpose and clarity for AI use, ensuring data responsibility, maintaining human oversight, committing to ongoing monitoring and fostering transparency and inclusion.

The US lost 32,000 jobs in the private sector on a seasonally adjusted basis in September, according to a report from ADP. In addition, the August figured was revised to show a loss of 3,000 jobs, down from a previously reported gain of 54,000.

A growing number of mothers with young children are leaving the workforce as remote work opportunities disappear, reversing gains made during the pandemic. Economist Misty Heggeness notes that the labor force participation rate among mothers with children under age 5 has decreased by 3 percentage points in 2025. Many mothers find it financially unfeasible to work due to high child care costs and inflexible work schedules.