Application form - Expression of Interest


For this initial open call, we are keen to focus on novel, high-risk AI applications that are of specific regulatory interest. We are therefore interested in working with those who are considering AI adoption in the following areas:

The use of Large Language Models (LLMs) within hiring AI

The use of AI in hiring has become increasingly commonplace, with 98% of FTSE 100 companies now using it. As we have documented, a range of algorithmic functionalities that use varying sources of data and approaches to processing, can underpin these systems. Our particular focus is that of LLMs, that may be able to provide a more holistic view of a candidate’s suitability for a role, compared to current keyword matching approaches used in applicant screening. The specific use of LLMs in this context presents challenges for governance regarding equality and discrimination, the effectiveness of audit tools, and prompts critical reflection on their effectiveness in the workplace.

The use of AI to model and detect methods of work

Detecting work methods is key to future automation, and advancements in technologies such as Edge Computing and Digital Twins allow for real-time guidance to workers and restructure the tasks they carry out within the workplace. If done correctly, these technologies can be used to redesign jobs and their corresponding tasks, in ways that improve job quality and wellbeing. However, there are various approaches to eliciting knowledge, which may infringe on individuals’ rights and freedoms. Additionally, systems have varying degrees of robustness and can change firm capabilities where procurement of SaaS solutions is not critical. This presents questions for good work, and firm sustainability.

The use of AI to monitor workforce physical, emotional or psychological states

Advancements in computer vision and machine learning have led to the use of affective computing in the workplace to identify and interpret worker behaviors and sentiments. Whilst workplace monitoring is not a new concept, these practices have intensified post-pandemic. We aim to better understand the ways in which increases in workplace surveillance and opacity can impact fundamental rights and worker wellbeing as well as how this use of AI can generate new insights that may help support workers, and identify excessive workloads.

The use of AI to detect skills and competencies for promotion and work allocation

The use of AI within hiring practices has been well documented. However, AI is also commonly used to allocate tasks to workers within jobs, based on perceived competencies. Further, it may do this based on different sources of data and derived analyses of the skills of individual workers. This technological innovation may allow firms to allocate jobs more effectively across their workforce, potentially increasing productivity but has associated risks. We are interested in understanding the potential impacts of the objectification of skills within the workplace, including the possibility of discrimination as well as how this technology benefits the workplace.

Please fill out this short Expression of Interest form if you are interested in participating in the Sandbox.

This first round of applications closes on 8th October and we will be in touch with applicants shortly to discuss next steps. If you are applying after this date, we will contact you about the next cohort we are running. Capacity is limited, so please understand that an Expression of Interest will not necessarily lead to further participation. For more information, read our Sandbox FAQs.

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