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Source: https://humanresourcesmag.com/feed/

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<title>xAI Uses Employees’ Biometric Data to Train AI</title>
<link>https://humanresourcesmag.com/xai-uses-employees-biometric-data-to-train-ai/</link>
<comments>https://humanresourcesmag.com/xai-uses-employees-biometric-data-to-train-ai/#respond</comments>
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<pubDate>Fri, 07 Nov 2025 10:27:27 +0000</pubDate>
<category><![CDATA[Law]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/xai-uses-employees-biometric-data-to-train-ai/</guid>
<description><![CDATA[It’s a new day, and we have another new update to the AI saga that just doesn’t feel right. Elon Musk’s xAI reportedly used biometric data from employees to train AI avatars, particularly Ani, an anime-style AI girlfriend. This doesn’t necessarily read like a headline that one might expect in 2025, but on the flip [...]
The post <a rel="nofollow" href="https://humanresourcesmag.com/xai-uses-employees-biometric-data-to-train-ai/">xAI Uses Employees’ Biometric Data to Train AI</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
]]></description>
<content:encoded><![CDATA[<div>
It’s a new day, and we have another new update to the AI saga that just doesn’t feel right. Elon Musk’s xAI reportedly used biometric data from employees to train AI avatars, particularly Ani, an anime-style AI girlfriend. This doesn’t necessarily read like a headline that one might expect in 2025, but on the flip side, such occurrences are not unusual for Musk’s many businesses.
While there is much discussion on his newly gifted $1 trillion pay package from Tesla, controversial news stories emerging from the xAI business prompt us to ask just how employees are being compensated for the time, resources, and now, biometric data that they are allegedly obligated to provide their employer.
<div id="attachment_39388" style="width: 1010px" class="wp-caption alignnone"><img post-id="28035" fifu-featured="1" fetchpriority="high" fetchpriority="high" decoding="async" aria-describedby="caption-attachment-39388" class="size-full wp-image-39388" src="https://www.thehrdigest.com/wp-content/uploads/2025/11/xAI-biometric-data-employees.jpg" alt="xAI biometric data employees" width="1000" height="600" srcset="https://www.thehrdigest.com/wp-content/uploads/2025/11/xAI-biometric-data-employees.jpg 1000w, https://www.thehrdigest.com/wp-content/uploads/2025/11/xAI-biometric-data-employees-300x180.jpg 300w, https://www.thehrdigest.com/wp-content/uploads/2025/11/xAI-biometric-data-employees-768x461.jpg 768w" sizes="(max-width: 1000px) 100vw, 1000px">
xAI allegedly cornered certain tutor employees to provide biometric data to train its AI chatbots, including an explicit AI girlfriend, Ani. (Image: Pexels)
</div>
<h2 style="text-align: justify;">xAI Employees “Compelled” to Hand Over Biometric Data to Train Musk’s AI Girlfriend Chatbot</h2>
A new report from the Wall Street Journal brought to light some interesting details about xAI Ani’s biometric training, stating that employees at the organization were “compelled to turn over their biometric data” for the purpose of training the AI avatars for the chatbot. This was specifically alarming when it came to companions like Ani, an anime-themed girlfriend that is designed for explicit activities.
While the employees who were obliged to do so were part of the team assigned to tutor these chatbots, the use of their personal features was certainly an unusual addition to their employment contract.
In a staff meeting held in April, company lawyers spoke with xAI employees, specifically AI tutors, to request that they relinquish their biometric rights for a program internally labeled Project Skippy. WSJ viewed documents that stated that xAI staff felt compelled to give up their rights to the company. They were asked to sign a form that provided the AI organization with “a perpetual, worldwide, non-exclusive, sub-licensable, royalty-free license” to use their data and likeness for its internal and external needs.
The lawyers informed workers that aspects such as their facial likeness and voices could be beneficial for training AI avatars to present more natural, human-like responses during their interactions with viewers. 
<h3 style="text-align: justify;">xAI Employees’ Biometric Rights Handed Over for Company Use</h3>
Were employees allowed to opt out of giving xAI their biometric data? That remains unclear. Employees were reportedly kept in the dark about their options, with most receiving a note after a week to “actively participate in gathering or providing data, such as…recording audio or participating in video sessions.” The note also added that “such data is a job requirement to advance xAI’s mission,” which likely left little room for the employees to back out.
While xAI has not commented on this situation, a spokesperson only told Gizmodo, “Legacy Media Lies.” The incident is decidedly the most unusual employer practice we’ve seen around the use and development of AI. Employers who saw the highly sexualized nature were understandably unhappy when xAI’s Ani, built on their data, was revealed. But having signed a form to permit such use, there was likely little for them to do in response.
<h3 style="text-align: justify;">Thoughts on xAI’s Biometric Data Controversy and Musk’s Overreach</h3>
xAI’s decision to utilize biometric data from employees isn’t explicitly forbidden by the law, and the company’s decision to involve a lawyer in the conversation allowed it to emphasize that the company was aware of the consequences and was making a calculated decision to solicit employee data. This does, however, bring us into the grey area that the CEO’s businesses often operate in.
As these employees were specifically brought in to train the AI, some would argue that the decision to use xAI employees’ biometric data for training Ani was permissible. However, unless the job description explicitly states this would be the case, it is important to provide a clear path to opt out of such tasks, specifically with clauses that confirm no repercussions will be levied for doing so. Not only does this help to put workers at ease, but it also reasserts employee faith in the organization.
<h3 style="text-align: justify;">Compliance and Consent Can Be Hard to Provide Under Pressure</h3>
The avenues of accessing AI training data have already proven controversial over the last few years, with multiple cases being fought on the grounds of illegal use. Unfortunately, when it comes to employees, there is little representation for their individual concerns. The tutors affected by the incident have not emerged to speak about their own experience with xAI soliciting their biometric data to create its NSFW content for high-paying customers, so it’s hard to verify the details of the case for now.
Ultimately, it falls to companies to uphold the highest standards of transparency with employees and customers to ensure that there are no unfortunate incidents where workers feel cornered into making decisions. From the WSJ reports, it appears that xAI employees’ biometric rights were obtained in a way that left them with few options, which can be a concerning path to go down.
Eventually, more AI regulations may be set in place for AI training and use both in and outside of the workplace. For now, it’s up to employers to ensure employees are well-informed and similarly compensated for the work they do for the organization. 
What do you think about xAI using its employees’ biometric data for training Musk’s AI girlfriend? Share your thoughts with us. Subscribe to The HR Digest for more insights on workplace trends, layoffs, and what to expect with the advent of AI. 
</div>
The post <a rel="nofollow" href="https://humanresourcesmag.com/xai-uses-employees-biometric-data-to-train-ai/">xAI Uses Employees’ Biometric Data to Train AI</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<title>Gen Z is breaking the silence on pay transparency at work</title>
<link>https://humanresourcesmag.com/gen-z-is-breaking-the-silence-on-pay-transparency-at-work/</link>
<comments>https://humanresourcesmag.com/gen-z-is-breaking-the-silence-on-pay-transparency-at-work/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Fri, 07 Nov 2025 08:25:28 +0000</pubDate>
<category><![CDATA[Law]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/gen-z-is-breaking-the-silence-on-pay-transparency-at-work/</guid>
<description><![CDATA[For decades, money talk at work has been considered taboo. It’s still a hush-hush topic whispered about in break rooms, if at all. But a new survey by résumé-building service Kickresume suggests that the next generation isn’t playing by those old rules. While only 31% of employees globally say pay is openly discussed at their [...]
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]]></description>
<content:encoded><![CDATA[<div>
For decades, money talk at work has been considered taboo. It’s still a hush-hush topic whispered about in break rooms, if at all. But a new survey by résumé-building service Kickresume suggests that the next generation isn’t playing by those old rules. While only 31% of employees globally say pay is openly discussed at their workplace, Gen Z is leading a quiet revolution in transparency. Nearly 40% of Gen Z respondents say they freely talk about salaries, compared to 30% of Millennials and just 22% of Gen Xers.
Even when the subject is off-limits, 18% of Gen Z workers admit they go ahead and talk pay anyway. And geographically, the divide is just as striking! Only 27% of Americans say salaries are openly discussed, compared to 34% of Europeans and 24% of Asians.
The takeaway? The U.S. may still lead in keeping pay discussions under wraps but Gen Z is starting to crack the code of silence.
<div id="attachment_33579" style="width: 2570px" class="wp-caption alignnone"><img post-id="28032" fifu-featured="1" fetchpriority="high" fetchpriority="high" decoding="async" aria-describedby="caption-attachment-33579" class="size-full wp-image-33579" src="https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-scaled.jpg" alt="Pay transparency rules" width="2560" height="1707" srcset="https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-scaled.jpg 2560w, https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-300x200.jpg 300w, https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-1024x683.jpg 1024w, https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-768x512.jpg 768w, https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-1536x1024.jpg 1536w, https://www.thehrdigest.com/wp-content/uploads/2023/05/Pay-transparency-rules-2048x1365.jpg 2048w" sizes="(max-width: 2560px) 100vw, 2560px">
Image Courtesy – Freepik
</div>
<h2 style="text-align: justify;">Why it matters</h2>
In the past, compensation was treated as deeply private. Employers preferred this discretion and many employees accepted it as a workplace norm. But research suggests hiding pay details can undermine performance.
For forward-looking companies, then, pay transparency isn’t just a “feel-good” initiative. It’s a strategic lever. When employees trust that compensation practices are fair and open (or at least reasonably so), morale, retention and productivity benefit. On the flip side, continued secrecy amid a culture of openness may breed resentment, suspicion or even retention problems with younger talent.
<h2 style="text-align: justify;">What it means for employers</h2>
So what should an employer in 2026 do? Here are key take-aways:
Evaluate your pay-disclosure stance. If your company prohibits discussing pay, you may be swimming against a cultural tide especially when the youngest employees feel more comfortable talking about money than their leadership.
Be proactive with salary ranges. As job-postings increasingly list compensation bands, companies that hide them can appear outdated or worse, untrustworthy.
Prepare for conversations. Transitioning to openness means tackling disparities and explaining rationale: why roles are paid at certain levels, how raises are determined, etc. The conversations may be uncomfortable, but the alternative is worse: silent frustration.
Align transparency with fairness. If you go public with compensation practices, you must deliver equitable pay. Otherwise, transparency becomes a magnifying lens on inequities (gender, race, tenure) you would rather manage privately.
Tailor to your culture. A high-trust, collaborative startup may sail into full transparency quickly; a large legacy organization may need a phased approach (for example: first release salary bands for new hires, then expand to incumbent roles). As the article indicates, smaller companies already fare better on pay-discussion openness.
If Gen Z is your next wave of talent, the message is clear. Pay is not taboo. Today’s generation expects open conversations, or at least the change to engage in them. For companies, the choice is no longer between why and if, but how to do so fairly.
</div>
The post <a rel="nofollow" href="https://humanresourcesmag.com/gen-z-is-breaking-the-silence-on-pay-transparency-at-work/">Gen Z is breaking the silence on pay transparency at work</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<title>Atopic dermatitis: Why employers, HR professionals need to pay attention</title>
<link>https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention-2/</link>
<comments>https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention-2/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Thu, 06 Nov 2025 21:12:22 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention-2/</guid>
<description><![CDATA[Nearly 1 in 5 Canadians have eczema, finds study
The post <a rel="nofollow" href="https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention-2/">Atopic dermatitis: Why employers, HR professionals need to pay attention</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<content:encoded><![CDATA[Nearly 1 in 5 Canadians have eczema, finds study
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<title>Quebec Court redraws lines in dispute over Air Canada retiree perks</title>
<link>https://humanresourcesmag.com/quebec-court-redraws-lines-in-dispute-over-air-canada-retiree-perks/</link>
<comments>https://humanresourcesmag.com/quebec-court-redraws-lines-in-dispute-over-air-canada-retiree-perks/#respond</comments>
<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Thu, 06 Nov 2025 20:11:20 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/quebec-court-redraws-lines-in-dispute-over-air-canada-retiree-perks/</guid>
<description><![CDATA[Airline accused of breaching decades-long promise to provide free and reduced-rate travel passes to retirees
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<content:encoded><![CDATA[Airline accused of breaching decades-long promise to provide free and reduced-rate travel passes to retirees 
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<title>‘A Plan to Protect Ontario’ revealed: What does it mean for HR?</title>
<link>https://humanresourcesmag.com/a-plan-to-protect-ontario-revealed-what-does-it-mean-for-hr/</link>
<comments>https://humanresourcesmag.com/a-plan-to-protect-ontario-revealed-what-does-it-mean-for-hr/#respond</comments>
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<pubDate>Thu, 06 Nov 2025 19:10:29 +0000</pubDate>
<category><![CDATA[News]]></category>
<guid isPermaLink="false">https://humanresourcesmag.com/a-plan-to-protect-ontario-revealed-what-does-it-mean-for-hr/</guid>
<description><![CDATA[Fall economic outlook includes tax relief, trade funds, upskilling investments for employers
The post <a rel="nofollow" href="https://humanresourcesmag.com/a-plan-to-protect-ontario-revealed-what-does-it-mean-for-hr/">‘A Plan to Protect Ontario’ revealed: What does it mean for HR?</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
]]></description>
<content:encoded><![CDATA[Fall economic outlook includes tax relief, trade funds, upskilling investments for employers
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<title>OLRB finds Randstad Canada unlawfully dismissed manager who filed harassment claim</title>
<link>https://humanresourcesmag.com/olrb-finds-randstad-canada-unlawfully-dismissed-manager-who-filed-harassment-claim/</link>
<comments>https://humanresourcesmag.com/olrb-finds-randstad-canada-unlawfully-dismissed-manager-who-filed-harassment-claim/#respond</comments>
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<pubDate>Thu, 06 Nov 2025 18:09:29 +0000</pubDate>
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<description><![CDATA[‘With one exception, there was no documentation of the alleged reasons for her dismissal’
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]]></description>
<content:encoded><![CDATA[‘With one exception, there was no documentation of the alleged reasons for her dismissal’
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<title>U.S. job cuts surge to recession levels: report</title>
<link>https://humanresourcesmag.com/u-s-job-cuts-surge-to-recession-levels-report/</link>
<comments>https://humanresourcesmag.com/u-s-job-cuts-surge-to-recession-levels-report/#respond</comments>
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<pubDate>Thu, 06 Nov 2025 17:08:46 +0000</pubDate>
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<description><![CDATA[‘This is the highest total for October in over 20 years’
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<content:encoded><![CDATA[‘This is the highest total for October in over 20 years’
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<title>Atopic dermatitis: Why employers, HR professionals need to pay attention</title>
<link>https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention/</link>
<comments>https://humanresourcesmag.com/atopic-dermatitis-why-employers-hr-professionals-need-to-pay-attention/#respond</comments>
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<pubDate>Thu, 06 Nov 2025 16:07:42 +0000</pubDate>
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<description><![CDATA[Nearly 1 in 5 Canadians have eczema, finds study
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<content:encoded><![CDATA[Nearly 1 in 5 Canadians have eczema, finds study
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<title>Court clarifies notice and mitigation for short-tenured employees</title>
<link>https://humanresourcesmag.com/court-clarifies-notice-and-mitigation-for-short-tenured-employees-2/</link>
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<pubDate>Thu, 06 Nov 2025 15:06:24 +0000</pubDate>
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<description><![CDATA[New Ontario decision shows cost for employers in ignoring wrongful dismissal claims
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<content:encoded><![CDATA[New Ontario decision shows cost for employers in ignoring wrongful dismissal claims
The post <a rel="nofollow" href="https://humanresourcesmag.com/court-clarifies-notice-and-mitigation-for-short-tenured-employees-2/">Court clarifies notice and mitigation for short-tenured employees</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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<title>Court clarifies notice and mitigation for short-tenured employees</title>
<link>https://humanresourcesmag.com/court-clarifies-notice-and-mitigation-for-short-tenured-employees/</link>
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<dc:creator><![CDATA[staff]]></dc:creator>
<pubDate>Thu, 06 Nov 2025 14:05:23 +0000</pubDate>
<category><![CDATA[News]]></category>
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<description><![CDATA[New Ontario decision shows cost for employers in ignoring wrongful dismissal claims
The post <a rel="nofollow" href="https://humanresourcesmag.com/court-clarifies-notice-and-mitigation-for-short-tenured-employees/">Court clarifies notice and mitigation for short-tenured employees</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
]]></description>
<content:encoded><![CDATA[New Ontario decision shows cost for employers in ignoring wrongful dismissal claims
The post <a rel="nofollow" href="https://humanresourcesmag.com/court-clarifies-notice-and-mitigation-for-short-tenured-employees/">Court clarifies notice and mitigation for short-tenured employees</a> appeared first on <a rel="nofollow" href="https://humanresourcesmag.com">Human Resources Mag</a>.
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