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This week’s Momentum Monday by Jackye Clayton unpacks the U.S. AI Action Plan, the FCC’s DEI interference, AI ethics failures in hiring, and what People leaders need to do now.
Hey y'all,
We need to talk.
Last week, the ground shifted under the world of work. It didn’t just tremble. It lurched. Policy shook the table. Tech shoved its way into our decision-making. And leaders showed their cards.
If you're in HR, TA, People Ops, or DEIB, this isn't just news.
This is the new playbook.
Let’s break it down.
DEIB Under Pressure — But Still Holding Ground
The FCC just approved the Paramount–Skydance merger. But only after Paramount agreed to eliminate its DEI programs. Yes, eliminate.
That one deal just made it clear: DEIB isn't just under scrutiny. It's under conditional approval now. And Columbia University? They're already bending. Free speech rules adjusted, anti-discrimination enforcement restructured. The playbook is changing.
But here's what they aren't talking about:
34% of organizations say their DEIB is "advanced" — the highest we've ever seen.
Most companies know that rolling back DEIB opens them to legal, financial, and reputational risk.
Your employees know when you're faking it. One in ten say their org's DEI work is performative. That number is going up.
DEIB strategy under pressure isn’t a future threat. I know that you know that it is already here. Document your values. Operationalize your principles. And communicate your commitments clearly.
Because when people feel the winds shift, they look for the anchors. But I am still pissed. I hope you alos listen to Inclusive AF that I do with Katee Van Horn. If this is of interest to you, I highly recommend it.
More mandates. Less patience. And also - this is so dumb. TD Bank and Starbucks are the latest to announce four-day in-office requirements. Canada's big four banks have all made the shift. The narrative? "Culture happens in person."
But here's what the data says:
63% of candidates say remote work is a must-have
72% of Gen Z say they'd leave a job that lacks flexibility
Flexibility now outranks compensation as a priority for job seekers
This is about trust. Choice. Adaptation.
If you're rolling out RTO mandates:
Communicate the why clearly
Offer flexibility within structure (think anchor days, team-led design)
Involve employees in defining what culture even means to them
You don't fix retention by counting badge swipes. You fix it by treating people like they have a say. I am fine with people having RTO mandates. But tell people the truth about why you want them there. Transparency has left the chat.
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The Boomers and the Doomers: HR Tech, AI, and the Human Problem
AI in hiring is spiraling. Greenhouse's new survey says it loud:
A third of candidates lie about AI skills just to beat the algorithm
Over a quarter feel invisible in AI-filtered pipelines
And the CEO called it an "AI doom loop"
Managers are using AI to decide raises, reviews, and layoffs:
94% of those with access to AI are using it to make people decisions
Only 1 in 3 have been trained on ethical use
1 in 5 say they let AI make the final call without human review
This is not innovation. This is avoidance.
Hiring is becoming a maze of keyword games, fake skill boosts, and black-box filters.
AI in HR decision-making demands more than speed — it demands judgment.
What now?
Use AI for insight, not outsourcing
Train managers on judgment, context, and ethics
Bring back structure that supports discernment, not just data
The real flex in HR tech right now is knowing where the line is — and keeping the human in the loop.
What HR Leaders Need to Know About America’s AI Action Plan
The White House just launched "America's AI Action Plan." It’s the most sweeping federal strategy on artificial intelligence ever written. Over 90 policy actions. Three pillars. One central mission:
Secure America's "unquestioned and unchallenged global technological dominance."
If you’re thinking this sounds like military tech PR, you're not far off.
But for us? This is a map. And we better know how to read it.
Compliance Is Now Choose-Your-Own-Adventure
The plan demands AI systems be free from "ideological bias"
NIST is scrubbing DEI, misinformation, and climate from its AI Risk Framework
Agencies are told to strip down or repeal rules that slow AI deployment
That means fewer federal guardrails. More self-governance. And more pressure to prove your systems are fair, secure, and transparent without being told to do it.
AI compliance for HR now lives at the org level. If you're implementing AI in any talent system that includes hiring, review, training, off-boarding your standards matter more than ever. No one is coming to save us. It is up to you.
Workforce Strategy Is Getting Nationalized
There was a time when it was completely out of style to talk about politics at work. But wiht this we have to. (Even if you don’t want to)T he feds are funding:
Rapid retraining for displaced workers
AI education through tax-free benefits
Research hubs to track AI’s labor impact
They’re also calling on HR leaders to adapt fast because the infrastructure boom requires a whole new class of workers. Not just coders. Electricians. HVAC techs. Security talent. System thinkers.
AI workforce development is everyone’s job now.
People Engagement Will Make or Break AI Adoption
The plan says AI will "complement, not replace" human workers. But employees won’t believe that unless they hear it, see it, and feel it.
What they need:
Transparency around what tools are being used
Clear communication on how those tools impact their jobs, reviews, and pay
Real upskilling opportunities that don’t just tick boxes, but build relevance
AI transparency in HR is no longer optional. It's strategic.
This is the moment for People Leaders to step forward and own the narrative. Go here and read it for yourself.
What Comes Next: Tools and Actions
You're not just reading headlines. You're writing the future of how people experience work. So here’s what we’re building to support that:
Premium Deep Dives We’ll be offering exclusive breakdowns like:
AI Risk Assessment Templates
HR Tech Evaluation Scorecards
DEIB Strategy Defense Kits
Subscriber-Only Tools Think Notion dashboards, checklists, and policy samples you can actually use. All organized, ready to plug and play.
Voice Notes from Jackye Raw thoughts, tactical downloads, and real-world reflections. Seven minutes. Once a week. No filter.
Strategy Sessions Every month. Bring your RTO plan, AI question, DEIB backlash scenario we’ll walk through it together in real time.
Top 5 Takeaways
DEIB is under political pressure your values must live in policy now. The real ones!
AI systems in HR are being used without oversight or ethics. I say you better train before you trust
RTO mandates are clashing with workforce expectations. I know it sucks but you just have to communicate and adapt
America’s AI Action Plan deregulates AI and shifts compliance burden to individual orgs. I still need a minute on this one.
Just don’t forget that you are the human-in-the-loop (and often the adult in the room) and your leadership will define how this plays out.
This insight comes from the Momentum Monday newsletter by Jackye Clayton, HR tech strategist and thought leader.
We’re not waiting for the future of work. We’re building it. See you out there.
xoxo
Jackye 💜
