Berlin, 6 July 2026: Jobseekers and recruiters came together to tackle barriers to non-discriminative AI-assisted hiring

As part of AIRISE – a new project WIDE+ has initiated with Impactmania – a participatory action research session was held last week in Berlin, Germany. The project, funded by the European Union (EU), aims to promote transparent, people-centred Artificial Intelligence (AI) in recruitment with a focus on the inclusion of people, especially women and gender diverse people, who face compounded (risks of) discrimination on the labour market.

Companies and people are increasingly working with AI tools throughout the job application process. But the development and dissemination of tools and practices to reduce discrimination on the labour market hasn’t kept pace, particularly for women who face additional risks tied to age, ethnicity, or migration background. AIRISE aims to bridge this gap in a way that benefits both job seekers and employers: it helps individuals access better employment opportunities while helping companies address critical skills shortages that limit their capabilities, growth and performance.

Over 25 people – researchers, employers, talent acquisition professionals, AI developers, civil society representatives, and job seekers – came together to explore how AI can expand opportunity in recruitment, rather than reinforce bias and discrimination. The session was made possible with support from Berlin Partner für Wirtschaft und Technologie.

All agreed: as AI’s influence on recruitment grows, these systems must promote fairness, transparency, and equal opportunity for everyone, especially for women and other groups who have historically faced barriers in the labour market.

Key barriers and challenges that were identified through the discussions include:

• Lack of transparency: Many jobseekers don’t even know whether an algorithm is being used in the selection process. Disclosure alone is not enough. Individuals deserve meaningful explanations and clear criteria behind AI-assisted decisions.
• Reducing bias: Organisations need deeper insight into how algorithms perform with actual jobseekers. AI systems must not only be stress-tested before introduction into the market, they must also be continuously monitored throughout to minimize discrimination.
• Recognising human potential: AI tools still struggle to recognise skills outside the predetermined box. Hiring should value transferable skills, lived experiences, and capabilities in any domain in life, not just keywords.
• A “race to the bottom”: AI encourages a ‘race to the bottom’ between machines. In order to deal with the volume of applications, recruiters deploy AI tools that decrease the chances of each individual to be selected. Jobseekers respond by using AI more often to try to improve their odds, fueling even more applications.
• Human connection: Participants consistently stressed the importance and value of in-person conversations that allow people to be seen beyond a CV and build genuine trust.

The session in Berlin confirmed and deepened the findings of the project FINDHR, a project completed earlier in 2026 in which WIDE+ was a consortium partner, contributing through Participatory Action Research in seven different countries. Together, these findings lay a base for further in-depth research and collaboration to develop practical advice for all involved stakeholders, but in particular those doing the recruitment.

More is to come as we share findings from the workshops and continue working toward AI that creates more inclusive and equitable workplaces for everyone.