Artificial intelligence (AI) has significant potential to enhance work and learning in companies, such as developing suitable technologies, analyzing employees' progress, and preferences, and creating a tailored working and learning environment. This helps learners focus on the areas where they need the most improvements. AI also has the potential to support diversity and inclusion (DI) in the workplace and in learning. So, working and learning approaches should be developed to be accessible, usable, and beneficial to all employees. Companies that support diversity and inclusion practices within work and learning are more successful. Inclusive workplaces improve employee engagement, and employees are more willing to maximize their potential; and be satisfied. AI has the potential to provide immediate, detailed feedback, enable personalized learning experiences, and promote digital literacy among employees. AI can also facilitate accessibility fostering an inclusive culture. However, the development and use of AI in companies' DI approach initiatives also has many critical challenges, and this process should be carefully done. There is a need for ethical design, and continuous monitoring of AI systems used in work and learning to ensure that they support DI goals. AI should complement human-led initiatives and efforts.

This paper presents the benefits and challenges of AI use in work and learning, promoting inclusive working technologies, effective communication, equitable outcomes in the workplace, company success, and employee satisfaction. This should contribute to research and use the power of AI to develop DI initiatives. Examples of how AI can contribute to creating inclusive learning environments, such as personalized learning, Language Translation and Accessibility, Assistive Technologies, Early Intervention, and Reducing Bias, are provided, along with AI tools for inclusive learning. Inclusive learning environments can be created by selecting the right tools and implementing them effectively. Big companies have the resources to invest in research for developing such approaches but ethical concerns such as risks of AI use i.e. in amplifying existing bias should be further monitored; a critical evaluation of various AI applications to contribute positively to DI efforts is necessary.

The author works particularly with small and medium-sized companies (SMEs), which have limited resources to evaluate the long-term impact of AI on DI in the workplace and lifelong learning, including its effects on organizational culture, employee well-being, and societal implications; it helps SMEs to develop and use approaches that combine AI use with human-centred work and learning strategies. These include supporting AI literacy, fostering a culture of continuous lifelong learning and adaptation, and creating an inclusive future for all employees. Based on her own experience, she works together with policymakers and trainers in the development of competence frameworks to guide SMEs in this process supporting employees and employers to understand the potential as well as risks of AI engaging them in a safe, ethical, and responsible manner in work and learning. This would include also the intersection of AI and other emerging working technologies, which is a significant step forward and a company duty to create more equitable and inclusive workplaces and learning approaches.

Keywords: Artificial intelligence (AI), Diversity and Inclusion (DI), Workplace, Learning.