Dehumanization by algorithms raises important issues for business and society. Yet, these issues remain poorly understood due to the fragmented nature of the evolving dehumanization literature across disciplines, originating from colonialism, industrialization, post-colonialism studies, contemporary ethics, and technology studies. This article systematically reviews the literature on algorithms and dehumanization (n = 180 articles) and maps existing knowledge across several clusters that reveal its underlying characteristics. Based on the review, we find that algorithmic dehumanization is particularly problematic for human resource management (...) and the future of work, managerial decision-making, consumer ethics, hard- and soft-law regulation, and basic values, including privacy and consumer rights. From the literature synthesis, we also derive the following definition of algorithmic dehumanization: the act of using algorithms and data in a way that results in the intentional or unintentional treatment of individuals and/or groups as less than fully human, thereby violating human rights, including liberty, equality, and dignity. Ultimately, we present a dehumanization avoidance model that serves as a structured research agenda and practical guide to address the challenges raised by algorithmic dehumanization. Thus, the model indicates promising pathways for future research at the intersection of AI and society and facilitates reflection on organizational processes that support improving corporate capabilities and managerial decision-making to avoid algorithmic dehumanization. (shrink)

In this study, we theorize humanness in organizations as a property of practice. We apply practice theory to examine how humanness becomes enacted in a business organization as people prioritize organizational and individual ends in their work activities. Our empirical case study examines the everyday interactions of development team members in an R&D organization of a large Nordic cooperative. Challenging the dominant individualist and structuralist approaches in humanness and human dignity studies, we identify and locate four different aspects of humanness (...) in organizational practices. As a result, we show how the emergence of humanness is an ongoing process that transpires through two mechanisms: site shifting and reconciliation; that is, people shift between different sites of the social, consisting of different sets of practices with underlying disparate assumptions of humanness, which requires reconciliation. These findings provide a basis for an alternative theorizing of humanness in organizations. (shrink)

Racial injustice in employment demands the attention of business organizations because it profoundly shapes our life prospects. While comparing the ideal of perfectly equal opportunity with its invariably imperfect alternatives can impede reform, the true challenge lies in addressing persistent inequities as we strive for equality. This article introduces “shared inequity” as a frame of reference for assessing workplace racial disparities and emphasizing a collective responsibility to remedy systemic issues. In critiquing an exaggerated notion of meritocracy, I emphasize that structural (...) racism, rather than just individual acts, facilitates collective advantages, especially for White males. Hence, it is morally fitting to frame racial justice in employment, not only in terms of perfect equality, but also in terms of justly sharing an imbalance that cannot be corrected without counterbalance. The “shared inequity” lens offers a more realistic and just approach to pursuing racial justice in the workplace. (shrink)