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All Journal JURNAL PENDIDIKAN TAMBUSAI Journal on Education Atma Jaya Accounting Reseach (AJAR) Jurnal Sistem Informasi, Manajemen, dan Akuntansi (SIMAK) JEMMA | Journal of Economic, Management and Accounting Golden Ratio of Mapping Idea and Literature Format Journal Of Human And Education (JAHE) Innovative: Journal Of Social Science Research Benefit : Journal of Bussiness, Economics, and Finance Paradoks : Jurnal Ilmu Ekonomi Jurnal Social Society Jurnal Kolaborasi Sains dan Ilmu Terapan Jurnal Simki Economic
Baso Amang
Universitas Muslim Indonesia
Aerospace Engineering Humanities Automotive Engineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Other

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Digital Human Resource Management for Inclusive and Sustainable Workplaces: A Systematic Review of Diversity, Equity, Inclusion, and Algorithmic Fairness Andi Achmad; Baharuddin Semmaila; Baso Amang; Aryati Arfah; Muh. Arif; T. Tenriwaru
Golden Ratio of Mapping Idea and Literature Format Vol. 6 No. 4 (2026): August – October
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grmilf.v6i4.2714

Abstract

The integration of artificial intelligence (AI) into human resource management (HRM) creates opportunities for efficiency while raising concerns about algorithmic bias, discrimination, and workplace inequality. This study systematically reviews literature on digital HRM, diversity, equity, and inclusion (DEI), and algorithmic fairness to examine their implications for inclusive and sustainable workplaces. Guided by PRISMA 2020 and informed by PRISMA-S, the review synthesizes conceptual and empirical research on AI-enabled HRM, workplace inclusion, and sustainable human resource practices. The findings indicate that algorithmic systems may reproduce existing inequalities through biased training data, proxy variables, and design assumptions. Although AI can improve recruitment and operational efficiency, fair outcomes require transparency, accountability, human oversight, and continuous evaluation. The review also identifies limited integrated empirical evidence connecting algorithmic fairness, DEI, and sustainable HRM, particularly regarding long-term employee well-being and organizational outcomes. These findings emphasize the importance of embedding fairness and inclusion into digital HRM governance. Future research should prioritize real-world evaluations, intersectional fairness, and longitudinal investigations of employee autonomy and workplace sustainability.
Co-Authors Alfauzan Agus Amriani Amriani Andi Achmad Andika Pramukti Annas Plyriadi Aryati Arfah Asri Ady Bakri B. Bahar Baharuddin Semmaila Erwin Sodding Fadilah Yusriyah Bestari Harneisa Syafri Ilham Labbase Junaid, Asriani Junaiddin Zakaria Kasnaeny Kasnaeny Masdar Mas’ud Muh Arif Muh Rais Muh. Arif Muhamaad Arif Muhammad Maknun Muhsin Wahid Nur Afifah Muhsin Nurhudayah Munir Nurul Pratiwi Puspa Alma Rahma Muthia Rasmi Rasmi Ratna S. Suhardi Sela Mita Permatasari Sri Karnila Sulyadi Perdana Putra Supomo Guntur Tenri Waru Tenriwaru, T. Yuspratman Yuspratman Zaenal Arifin Sahabuddin