Abstract
<jats:title>Abstract</jats:title> <jats:p>This chapter examines how artificial intelligence (AI) can address structural organizational barriers that limit workplace accessibility and career advancement for marginalized groups. The chapter presents a framework built on four core pillars: Autonomy, Individualization, Representation, and Anonymity. Drawing on psychological theories, including Self-Determination Theory, Optimal Distinctiveness Theory, and Psychological Safety Theory, the framework proposes evidence-based AI interventions to create proactive inclusion rather than reactive accommodation. Specific applications include AI-guided learning systems, adaptive work environments, automated task matching, AI-facilitated mentorship matching, avatar-based interactions, and anonymous feedback channels. The chapter addresses surface-level diversity, equity, and inclusion (DEI) practices; post-COVID-19 return-to-office challenges; bias in hiring processes; and communication barriers. Industrial-Organizational (I-O) psychologists play a central role in implementing these solutions through assessment, intervention design, and ethical oversight. The framework emphasizes human-centered AI design that supplements human judgment, ensuring transparency, fairness, and privacy protection while fostering authentic workplace inclusion.</jats:p>