Artificial Intelligence (AI) is one of the biggest pivot points we’ve ever faced. I often hear from leaders who are caught between two extremes: the “AI-vangelists” who want to automate everything and the “AI-skeptics” who fear it’s a black box of bias. The truth, as always, lies in the middle. We don’t need to fear AI, but we do need to guide it.
If your organization doesn’t have an AI policy yet, you’re not just risking data security; you’re risking your culture of belonging. AI isn’t just a tech tool; it’s a human tool. Here is how to write an AI policy that centers on inclusion, ethics, and allyship.
1. Start with Your Why for AI.
Before you write a single rule, ask: What is the purpose? In our work at Next Pivot Point, we focus on ensuring everyone feels seen, heard, and belongs. Your AI policy should reflect that. Is the goal to increase efficiency so your team has more time for deep human connection? Or is it to help mitigate human bias in data analysis? Define the purpose so your team sees AI as a partner, not a replacement.
2. Assemble a Diverse Working Group.
You cannot write an inclusive policy in a vacuum. If your “AI task force” is just the IT department and Legal, you’re risking missing other perspectives. Bring in HR, marketing, and—most importantly—diverse voices from different levels of the organization. Allyship is about using your power to bring others into the conversation. Let them help define what “acceptable use” looks like in their daily work.
3. Make Practical Use Cases for Equity.
In the spirit of leading like an ally, we shouldn’t just look at AI as a list of rules. We should look at it as a set of opportunities to amplify our human impact. When we use AI intentionally, it becomes a tool for equity:
- Removing Bias: Use AI to anonymize resumes or scan job descriptions for gendered language to invite more voices to the table.
- Personalized Growth: Utilize AI to suggest mentors and learning modules tailored to an individual’s goals, democratizing access to development.
- Inclusion Audits: Use tools that track meeting participation to see who is being heard and who is being interrupted.
- Accessibility: Lean on AI for instant closed-captioning and document summarization to support neurodiverse and global team members.
4. Build Guardrails for Bias.
We know that AI is trained on human data, which means it inherits human bias. An inclusive AI policy must mandate “human-in-the-loop” checkpoints. Whether you’re using AI to screen resumes or draft performance reviews, a human ally must always be the final decision-maker. Be explicit: AI provides a draft; humans provide the heart and the accountability.
5. Prioritize Data Privacy as Psychological Safety.
Psychological safety is the bedrock of inclusion. If employees feel like their personal data or unique contributions are being “fed into the machine” without consent, trust evaporates. Your policy should clearly state what data can and cannot be shared with AI tools. Protecting your team’s data is an act of allyship.
6. Define The Do’s and the Don’ts.
Clarity is a gift. Don’t leave your team guessing. Provide a clear list of guidelines for acceptable and unacceptable use cases (with flexibility, of course):
- Do: Use AI to summarize meetings, brainstorm inclusive event ideas, or check for gendered language.
- Don’t: Use AI to make final hiring/firing decisions or input confidential employee feedback into public models.
7. Commit to Transparency and Iteration.
Inclusion thrives in the light. If a piece of content or a decision was assisted by AI, be transparent about it. Furthermore, your policy shouldn’t be a “one and done” document. Schedule a quarterly “AI Pivot” meeting to review how the tools are being used and where the policy needs to evolve.
At the end of the day, AI can automate tasks, but it cannot automate empathy. It can analyze patterns, but it cannot build a culture of belonging. That is our job as leaders.
By writing a thoughtful AI policy, you aren’t just checking a compliance box. You are signaling to your team that you care about their safety, their input, and their future. You are choosing to lead like an ally in a digital age.
Ready to pivot? Start by asking your team: “How can AI help us be more human at work?” The answers might surprise you.
Your Next Pivot Point
Are you ready to pivot? Let us do this together. Check out our “Top 10 Inclusive Leadership Pivots for 2026” and be sure to get a free allyship training for your organization by subscribing to our weekly, no-spam newsletter.
It’s time to stop waiting for permission and start taking action. What’s your next pivot? Schedule time to brainstorm for 2026 here.