Responsible AI in Hiring
A half-day workshop for UK HR teams that uses Equality Act, UK GDPR, and CIPD framing instead of vendor pitches
Half-day session for up to 20 HR and recruitment staff, in-person or virtual. Covers the six places AI touches UK hiring decisions today, and the three tests the HR function needs to pass on each one: Equality Act adverse-impact, UK GDPR Article 22 on automated decision-making, and candidate-facing transparency. Delivered by UK-based, vendor-neutral facilitators through The AI Consultancy (London) Ltd.
- For HR and recruitment teams at firms with 20 to 500 employees
- Vendor-neutral, no reseller commissions
- A trading style of The AI Consultancy (London) Ltd
What a half-day looks like
Six working blocks over roughly four hours, including breaks. Agenda is adapted to your hiring stack before the session, not on the day.
Block 1
Hiring use case landscape
Map the current state of AI use across the hiring funnel: CV screening, candidate sourcing, interview co-pilot tools, job-description drafting, and onboarding. Identify which tools are formally procured by the firm, and which are being used informally by hiring managers or by recruitment agencies acting on the firm's behalf.
Block 2
Equality Act 2010 risk review
Walk through the firm's current hiring stack against the nine protected characteristics. Apply a short adverse-impact testing framework to any tool that scores, filters, or ranks candidates, and record the findings. Output is a per-tool risk note the HR Director can take to the Board or the Risk Committee.
Block 3
UK GDPR Article 22 and explainability
Work through which points in the hiring funnel constitute solely automated decisions with legal or similarly significant effects, where meaningful human review is currently absent, and what the firm would say to a candidate who asked for an explanation of a rejection. Output is an Article 22 finding list for the Data Protection Officer.
Block 4
Candidate-facing transparency
Agree what the firm will tell candidates about its use of AI in the hiring process, at which stage of the funnel, and in what form. Draft the transparency statement text (for the careers site and the candidate privacy notice), and agree the trigger for when a candidate is given more detail on request.
Block 5
Governance, audit trail, and ownership
Confirm who owns the ongoing governance of each AI tool in the hiring stack, how the audit trail is maintained for a defensible hiring decision, and how the firm handles a candidate subject-access request that touches AI-assisted records. Gaps against the firm's current HR and data protection posture are captured explicitly.
Block 6
Next steps and ownership
Close the session with named owners, decision dates, and a one-page summary that goes into the written workshop note. The written output is a guidance note the firm can circulate to hiring managers and recruitment partners. No open action items leave the room unassigned.
What you leave the room with
Five outcomes, in the language an HR Director would use when briefing the CEO or the Risk Committee the next morning.
A written position on AI in hiring
“We can now say, in one paragraph, where AI may and may not enter our hiring decisions, which risks we are willing to carry, and which we are not.”
An Equality Act risk note per tool
“We have a short, dated risk note for every AI tool currently touching candidate outcomes, and we know which ones need a human review point added before they stay in the stack.”
A candidate-facing transparency statement
“We know what we will tell candidates about our use of AI, where that text sits on the careers site, and how we answer a direct question from a candidate or their representative.”
A named owner per AI tool
“Every AI tool in the hiring stack has a named internal owner responsible for adverse-impact testing, for the Article 22 position, and for review cadence.”
A governance finding list, not a strategy deck
“We leave with a short list of things to fix, each with a named owner and a decision date. The written summary lands in the inbox by the end of the week.”
Responsible AI in Hiring: pricing
A single fixed price with a transparent inclusion and exclusion list. The fee covers the work described below. There are no separate retainers, onboarding fees, or add-ons applied after booking.
Per session, half-day, 6 to 12 leaders
£950 + VAT
Per session, half-day, up to 20 HR and recruitment staff. Delivered in-person or virtually in the UK. Travel charged separately if delivered in person outside London.
What is included
- Half-day live session (roughly four hours, including breaks) for up to 20 HR and recruitment staff
- Pre-workshop call to map the firm's current hiring stack and shape the agenda
- Equality Act adverse-impact review template, circulated before the session
- Written workshop summary and a template guidance note the firm can circulate to hiring managers
- Thirty-minute follow-up call at no additional cost in the four weeks after the session
What is not included
- Implementation, procurement, or configuration of specific AI or ATS tooling
- Formal legal advice on a specific candidate complaint or tribunal matter (refer to the firm's employment solicitor)
- A DPIA on the firm's behalf (we produce the finding list; the firm signs the DPIA)
- 90-day enablement or bespoke programmes (priced separately)
Questions an HR Director asks before booking the workshop
Eight questions we hear most often on the Responsible AI in Hiring workshop specifically. Straight answers, no regulatory claim we cannot defend.
Who should attend the Responsible AI in Hiring workshop?
- HR Directors, Heads of People, Heads of Talent, HR business partners, in-house recruiters, and senior hiring managers. Where the firm works with external recruitment agencies on retained searches, we recommend inviting one representative from the main agency partner. The session works best with a mix of the people who set the policy and the people who run the process day-to-day.
What preparation is required before the session?
- About forty-five minutes: complete a short pre-workshop inventory of the AI tools currently in the hiring stack (ATS screening features, sourcing assistants, interview schedulers, any standalone AI CV-screening tool), and flag the current lawful basis for processing candidate data. There is nothing to install and no survey to complete.
How do you handle firms that have already procured a specific ATS or screening tool?
- The workshop is vendor-neutral and starts from the firm's actual stack. We cover the tools you already run and focus on the governance layer (adverse-impact testing, Article 22 human review points, transparency statement, audit trail) rather than recommending a specific product. If the firm is mid-procurement, we can sequence the workshop before the decision so the findings inform the selection.
What regulatory claim does the workshop make, and what does it not claim?
- We describe the CIPD Profession Map expectations, the CIPD Code of Professional Conduct, the Equality Act 2010 requirements on discrimination risk, UK GDPR Article 22 on solely automated decision-making, the ACAS Code of Practice on fair process, and the Home Office right-to-work regime. We do not claim accreditation or endorsement from CIPD, ACAS, or any other professional body unless the body has confirmed alignment to us in writing. Any copy that would bind the firm, or advice on a specific candidate matter, should be reviewed by the firm's HR Director, General Counsel, or external employment solicitor.
Do you handle candidate data during the workshop itself?
- No. We do not ingest live candidate data, CVs, application records, or ATS exports during the workshop. The adverse-impact review runs against the firm's own aggregated statistics (shortlisted by protected characteristic, hired by protected characteristic, retention by protected characteristic) where those are available, or against worked examples where they are not.
Are you vendor-neutral, and how do we verify that?
- Yes. Learn AI takes no reseller commissions and carries no platform lock-in. The delivery bench is trained across Microsoft Copilot, Google Gemini Workspace, Anthropic Claude, and OpenAI ChatGPT, and across the major HR-specific AI overlays. We are happy to put the commercial position in writing before booking.
Who delivers the session?
- A facilitator from the Learn AI delivery bench with experience in UK HR and employment contexts. Either a senior associate from The AI Consultancy (London) Ltd or a certified partner trained against the same agenda. We confirm the named facilitator in writing before booking.
What does follow-up look like after the workshop?
- The session concludes with a written summary and a template guidance note, typically sent within five working days. A thirty-minute follow-up call is offered at no additional cost in the four weeks after the session. Further work (Executive AI Briefing for the leadership team, 90-Day Enablement for the HR function, bespoke programmes) is priced separately and scoped only if the firm asks for it.
What HR leaders tell us after the workshop
Attributions anonymised at role and firm-type level until named clients sign a usage permission.
“The Equality Act block alone was worth the fee. We walked out with a clear view on which of our three screening tools needed a human review point adding before our next hiring round.”
HR Director, UK professional services firm (100 to 250 staff)
“For the first time, our hiring managers and our HR team left a training session with the same rule set rather than their own interpretations.”
Head of People, UK consultancy (50 to 100 staff)
“Plain-spoken, UK-framed, and genuinely vendor-neutral. It did not read like a product pitch, which is rare for AI training in this space.”
Managing Director, UK recruitment agency
Built for UK regulated teams
Three commitments we carry into every engagement. Professional-body alignments are pursued once we have case studies to substantiate them.
GDPR-compliant by design
Assessment data is stored in the UK, minimised by default, and retained only for the term stated in our privacy notice.
UK-based and UK-regulated
A trading style of The AI Consultancy (London) Ltd, registered in England and Wales. Trainers and associates are UK-based.
Vendor-neutral
No reseller commissions, no platform lock-in. Training covers the tools your firm uses, not the tools we are paid to promote.