To foster a culture where AI is seen as an enabler of growth and innovation rather than a threat, HR must seamlessly integrate AI into daily operations. Much like diversity and inclusion, which thrive when embedded in every aspect of a business, AI should naturally become part of how organisations think, plan, and innovate.

Tracy Williams, Chief People & Diversity Officer at New Relic, emphasises, “When AI is treated as another tool in our toolbox, it can drive innovation and growth.”

AI as a driver of analytics and decision-making

AI has immense potential to unlock deeper insights from vast amounts of organisational data. Traditionally, sourcing insights is time-consuming and resource-intensive. AI tools can quickly analyse data and surface meaningful patterns or problem areas, making it easier for teams to make informed decisions and focus on solutions.

Tracy highlights the value of fostering conversations about AI. “The more we discuss its applications and potential, the more creative we become in finding new ways to use it.” She further explains that encouraging employees at all levels to experiment with AI tools can help attract skilled talent, and improve our ability to innovate, grow, and better serve our customers.

She firmly believes when HR leads these efforts with a focus on empowerment, AI transforms into a catalyst for growth; allowing individuals and teams to step up and into the future with confidence and creativity.

Addressing concerns about AI

Common workplace concerns include job displacement, redundancy, bias in AI decision-making, output accuracy, and the handling of sensitive data. Tracy notes that these are legitimate worries that HR must address proactively.

“Clear policies are essential. These should outline how AI tools can be used, especially with sensitive data, and safeguards must be in place to protect proprietary information,” she explains.

At New Relic, open communication about AI integration has built trust. AI is viewed as a tool to eliminate repetitive tasks, freeing time for employees to focus on strategic initiatives. For instance, their internally developed AI tools support content drafting and research, enabling leaders like Tracy to prioritize high-value activities, such as driving organizational strategy.

“By integrating AI thoughtfully and transparently, we’ve created an environment where it’s seen as a partner, not a threat,” Tracy says. This approach fosters trust and positions AI as an ally in smarter, more secure work practices.

Role of HR leaders in framing AI as a collaborative potential 

The key is to highlight how AI can help everyone excel in their roles and elevate the work they do every day. While it’s realistic to acknowledge that some aspects of our jobs—or even certain roles—may evolve with AI, the focus should be on how we integrate it into our workflow and use it to amplify our impact and efficiency,” notes Tracy.

For Tracy, AI often works like a thought partner. She can input a question or idea and get immediate feedback, which sparks new insights or helps validate initial thoughts. “AI can deliver valuable, global insights and creative solutions, and is a time-saver and catalyst for deeper thoughts on nuanced topics.”

Building trust through transparency

Transparent communication is central to building trust around AI. Employees must understand the purpose, scope, and limitations of AI integration. Tracy emphasizes, “Being open about how AI will be used—and evolving strategies transparently—builds credibility and trust with employees.”

At New Relic, this intentional approach has helped shift the narrative. The organization has reduced anxiety and fostered a sense of empowerment by showcasing AI as a resource that empowers employees to streamline tasks, make better decisions, and focus on high-value work.

She emphasises that by shifting the narrative and focusing on positioning AI as a tool and resource that empowers employees, employees can use AI to grow and evolve in their careers. “Whether that’s by streamlining repetitive tasks, assisting with decision-making, or enabling them to focus on high-value work when employees see how AI can personally support them, it fosters empowerment and reduces anxiety.”

Tracy also suggests that transparent communication must be paired with thoughtful integration and education about AI's benefits. This can help us cultivate a workplace where AI is embraced as a tool to help us work smarter and achieve greater outcomes together.

Reskilling for an AI-driven future

Reskilling and upskilling are essential for addressing concerns about job security in an AI-driven future. however, it’s important to frame the conversation around how AI is creating a human-driven future. 

“AI is an accelerator,” she notes. “Gaining the skills to integrate AI into your workflow is essential, regardless of your job profile. It’s not just about learning new technologies; it’s about fostering a growth mindset.”

By providing clear communication, accessible tools, and strategic training, organizations can empower employees to adapt and thrive in a rapidly evolving landscape.

AI as a collaborative partner

The key to successful AI adoption is showcasing how it can elevate everyone’s roles. Tracy explains, “AI often acts as a thought partner. It delivers global insights, sparks creative solutions, and saves time, enabling us to focus on deeper, strategic work.”

By thoughtfully integrating AI and emphasising its collaborative potential, HR can position it as a tool that empowers employees to grow, innovate, and achieve greater outcomes.