Can AI really improve employee well-being? According to Dr. Serena H. Huang, it can — but only if organisations also prioritise inclusion. In this thought-provoking guest article, she outlines the business case for combining AI with a culture of belonging, and how doing so can create thriving, healthier workplaces.
The Foundation of Well-being: Inclusion
As an author and AI strategist, I’ve had the privilege of witnessing firsthand how data-driven solutions are transforming workplaces. But in this whirlwind of technological innovation, there’s a critical oversight that too often gets ignored: the role of inclusion as the foundation for employee well-being.
No matter how well-intentioned well-being initiatives are, without a framework of inclusivity, they risk falling short. The challenge we face is not just designing interventions, but ensuring they are accessible and meaningful for every employee. The stark reality is that approximately 15% of the workforce struggles with mental health challenges, leading to a staggering $1 trillion loss in global productivity each year (World Health Organization). According to the 2025 World Economic Forum report, employee health is emerging as the most critical factor in talent acquisition and retention.
In this context, we can no longer afford to rely on surface-level and one-off solutions. We need to rethink what it means to create a thriving workplace by quantifying inclusion and leveraging AI to build environments where every individual — regardless of background, ability, or identity — can succeed.
The “Exclusion Tax”
The concept of exclusion is subtle but costly. Imagine the ongoing anxiety of being systematically overlooked in key conversations, or the mental strain of having to “cover” parts of your identity to fit in. Research reveals that over 60% of employees engage in this kind of self-suppression at work.
This “Exclusion Tax” has real consequences. The emotional burden of exclusion, the energy required to mask one’s true self, and the feeling of being marginalised take a visible toll on performance, job satisfaction, and retention.
“Inclusion isn’t a nice-to-have. It’s essential for workplaces where everyone can thrive.”
AI as the Architect of Inclusive and Healthy Workplaces
AI can be a strategic partner in building inclusive and healthy workplaces. It transcends the limitations of traditional surveys, offering a nuanced understanding of employee experiences. Specifically, here are ways you can leverage AI as a partner:
Bias Mitigation
AI can analyse job descriptions and related recruiting materials, eliminating biased language and ensuring inclusive opportunities. For example, AI can recommend neutral language in job postings, which increases the appeal of the role and expands your talent pool.
(Near) Real-Time Sentiment Analysis
By continuously monitoring communication channels such as chat platforms and employee forums, AI can flag early signs of distress, burnout, or exclusion. These real-time insights allow HR teams to intervene proactively, offering support before issues escalate.
Personalised Well-being Programmes
AI can tailor well-being resources to individual needs, considering cultural backgrounds and personal preferences. For instance, in communities where mental health is a taboo subject, AI-driven interventions can provide culturally sensitive resources to encourage help-seeking behaviour.
Predictive Burnout Modelling
By analysing behavioural patterns such as workload, work hours, and team communication, AI can forecast burnout risks before they occur. This allows HR leaders to take proactive steps, such as workload adjustments, extra time off, or enhanced support programmes, to ensure that employees can maintain a healthy work-life balance.
Steps to Build a Culture of Thriving
Inclusion and well-being cannot be addressed through isolated initiatives or one-off programmes. Instead, HR leaders must take a systemic approach to embed these principles into the fabric of the organisation. Here are actionable steps:
Empowering Inclusive Leadership
Equip managers with the tools to recognise and address implicit biases and power dynamics. AI can analyse meeting transcripts to identify dominance patterns and suggest strategies for more inclusive conversations.
Destigmatising Mental Health
Cultivate a culture where “calling in sad” is as accepted as calling in sick. Implement flexible work arrangements, mental health days, and accessible employee assistance programmes. Leaders must model this behaviour.
Designing Inclusive Employee Experiences
Inclusive experiences go beyond diverse hiring. Think about designing workspaces and programmes that accommodate the diverse needs of all employees. This might include quiet rooms for neurodivergent individuals or creating social events that appeal to a variety of interests and cultural backgrounds — not just the traditional happy hour.
Prioritising Accessibility
The accessibility of workplace tools, both physical and digital, is crucial. AI-powered tools can ensure that all employees, including those with disabilities, have equal access to opportunities. For instance, AI-driven real-time transcription and translation tools can help employees with hearing impairments or different language needs better engage with content and colleagues.
“We must move beyond surface-level initiatives and embed well-being and inclusion into the very structure of work.”
Going Beyond Surveys
Traditional employee surveys are limited in scope. While they offer value, they often fail to capture the full range of employee experiences and needs. Collaboration data and wearable technology offer new frontiers in understanding employee well-being.
In a 2019 PwC pilot study in the UK, employees wore wearable devices connected to their calendars. During the COVID-19 lockdown, data revealed a 27% drop in daily steps and insights into how back-to-back video calls affected sleep patterns. This informed wellness benefit changes and helped PwC create a more sustainable remote work setup.
The example highlights the power of wearable data but also raises ethical concerns. As we leverage AI to monitor well-being, we must remain vigilant about privacy and ensure all data collection is transparent and respectful of employee autonomy.
AI and Well-being as Drivers of Retention
The connection between well-being and employee attrition is clear. Employees who feel burned out or excluded are more likely to seek healthier work environments. Using AI-powered analytics, HR teams can predict burnout risks and take preventative measures. Addressing the root causes of dissatisfaction helps retain top talent and supports a healthier, higher-performing workforce.
A Symphony of Inclusion, Well-being, and AI
The data is undeniable: 15% of working-age adults globally struggle with mental health challenges, costing the global economy $1 trillion annually. HR leaders have the power to reshape the future of work now.
By embracing AI as a strategic tool, HR can create workplaces where inclusion and well-being are foundational. This is not just a moral imperative — it’s a business one. Well-being isn’t about making people feel good. It directly impacts productivity, retention, and performance. Inclusion isn’t a checkbox. It’s the key to building cultures where everyone has the chance to thrive.
Together, AI and inclusion can help us move past superficial solutions and create a workplace where every individual is empowered to do their best work.
Dr. Serena H. Huang is revolutionising how organisations approach talent, well-being, and DEI using data and AI. She is the author of The Inclusion Equation: Leveraging Data & AI for Organisational Diversity and Well-being (Wiley, 2025), and the founder of Data with Serena. She has led data analytics strategy at GE, Kraft Heinz, and PayPal, and is a keynote speaker on people analytics and digital transformation.
