AI, Intimacy & Inclusion

By Samantha Stimpson (Founder & CEO: SLS 360)

Photo Credit: HR Exchange Network

A recent Washington Post analysis of 47,000 publicly shared ChatGPT conversations lifted the curtain on something deeply human: people are using AI not only for tasks, but for company. 

Not a huge surprise you may think. I mean, who hasn’t used it to get advice on resolving an argument or a personal dilemma? But the chats didn’t only reveal questions about relationships, fears and medical concerns but also existential thoughts, emotional pain and even users addressing the chatbot with nicknames, affection, or romantic undertones. Many conversations involved people experiencing distress, loneliness, or crisis.

So… what does this have to do with inclusion?

The answer? A lot.

Because when people feel unheard, unseen or unsafe in their real lives, they’re more likely to turn to places where they won’t be judged, questioned or dismissed. And that includes AI.

AI, Intimacy & Inclusion: Stepping into a gap humans and workplaces have left open.

If someone is turning to a chatbot for comfort or affirmation, it’s often because they aren’t getting it from their partner, their manager, their team and maybe even their community. It’s also be a signal that psychological safety is not a given.

When people fear saying the “wrong” thing, being misunderstood, or being penalised for vulnerability, they retreat. They find quieter spaces where their thoughts won’t be challenged even if those spaces are artificial and research shows that AI mirrors us, for better or worse.

One finding in the Post’s analysis was that ChatGPT starts its replies with “yes” 10 times more often than “no”. 10 times! It is literally trained to agree, to affirm, to validate something many people feel they rarely receive in real conversations.

Now, imagine employees who experience microaggressions, exclusion, or bias. Imagine employees from underrepresented groups who are regularly dismissed or tone-policed. Imagine leaders who unintentionally shut people down or overlook their perspective. Is it any wonder people look for spaces where they feel safer, even if those spaces are digital?

Conversely, imagine the employee called out for perpetuating harm. Going to AI for validation and assurances that they are ‘not bad people’ or perhaps even the suggestion that they are somehow the ones hard done by.

The revelation that millions use AI for emotional support and not just to write reports or essays, tells us that belonging is still not the norm. In fact, it exposes a gap many organisations refuse to acknowledge:

Inclusion matters because people want to feel heard, want seen and to feel safe sharing what’s really going on in their lives.

If they can’t get that at work, they won’t bring their whole selves to work. And if they don’t bring their whole selves, they will take their needs elsewhere.

Inclusive leaders need to be asking themselves:

• Do my team members feel safe bringing concerns to me?

• Do we create spaces where people can express emotion without fear?

• Are we modelling empathy, active listening and curiosity?

• Do people experience the same psychological safety across different identities?

Because the more included and supported people feel in real spaces, the less likely they are to need artificial ones for emotional connection. But let’s be clear. This isn’t about blaming technology. It’s about noticing the vacuum it’s filling.

When workplaces invest in true psychological safety (not just well-meaning slogans) the emotional labour shifts back where it belongs. Into human relationships, community and shared responsibility.

AI might be able to echo our emotions, but only leaders can build cultures where people feel genuinely valued, held and understood.

What we’re doing at SLS 360

SLS 360 supports organisations and individuals to be bold and brave in your efforts to affect positive change. For more information on SLS 360 and the I.D.E.A.L Network, visit www.sls360.org. You can also subscribe to receive our fortnightly audio cast, monthly newsletter and be the first to hear about special offers and events in the world of inclusion, diversity, equity, and inclusion.

📩 Reach out to us at info@sls360.org to start the conversation.

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