Data has the potential to fuel the new era of fact-based innovation in a corporation, as well as be used in backing up new ideas with solid evidence. Data is the most on-demand skill especially for HR professionals and trends to be one of the most important human capital for the organization in the present day. However, companies are looking at data to transmit data such as who would leave and their duration as well as answer their questions, these insights aid the organization in decision making.

Humans usually tend to have 200 types of cognitive bias that affect decision making. This has been noticed among others who tend to seek out information that confirms what they already believe or when we hear someone say they knew it previously after an event has occurred.

Nurture organization to Inculcate Fairness
The organizations never tend to build a single metric or universal definition of fairness that applies in all the cases, in fact, there is more than 45 definition for fairness that has been listed in the Google Developers Glossary. Thus, it has to identify the organization’s highest priority aspects of fairness and later to create various compatible definitions based on metrics and standards that would apply in different use cases and scenarios.

Adopting Technology Knowing its Limitation
Technology is the most powerful tool to identify and rectify the bias that occurs in people processes. It may never be able to ensure that all data-informed decisions that could be fair and that all bias has been addressed but it may not lack the perfection that holds you back from making the decision. As the new technology emerges daily that supports fairness in data-informed HR decision-making. Thus to keep up to date on new product development and to build a constantly developing portfolio of software, procedures, tools, and procedures that focus on raising the fairness standard.

Auditing Organization Fairness
Fairness audits are the systematic methods that look at an organization’s people data policies, practices, procedures. However, the audits fluctuate it could be to look for potential issues that make an organization liable to legal issues and the other could be to identify ways to enhance the fairness related procedures.

Fairness audit could be done using software tools, the help of an external expert, or even through an internal review. What’s most important is that they are completed on a regular basis by someone who understands your organization’s definitions of fairness.

Considering Human Judgement
In many cases, there is no substitute for human judgment in HR decision-making. Fairness in recruiting, employee evaluation, and other HR decision making require human participation.

Fairness is turned to be an important part of business success that is achieved by doing right by people and doing right in the world. Our new, analytics-based environment provides opportunities to define fairness for the organization, build a business case for it, and collaborate with groups within and outside the organization to create and maintain it. The challenge is to be aware of the opportunities and seize them when they appear.