The Ministry of Economic Affairs plays a key role in shaping the Dutch economy, innovation climate and labour market. As AI rapidly reshapes work, roles and skills, the ministry faces a growing challenge: how to modernise HR processes while safeguarding quality, ethics and public value. To move forward, a different approach is needed, one that redesigns HR processes holistically rather than adding tools on top of existing complexity.
The DIEP Experience Lab was introduced as a structured environment to rethink HR processes end-to-end, using AI as an enabler for better work.
Focus on core activities
HR teams shift from operational overload to strategic workforce decisions.
Reduced workload and pressure
AI-supported redesign removes repetitive tasks and unnecessary complexity.
Reduced dependency on headcount growth
Smarter processes enable organisations to achieve more with fewer people.
Higher-level expertise and decision quality
Roles evolve towards judgement, collaboration and complexity.
Better use of transferable skills and talent
Employees gain space to apply skills across roles, projects and departments.
We created a temporary, safe lab environment where HR professionals, leaders, employees and innovation experts worked together. Instead of starting with technology, the lab began with one central question:
What work should people do and what should technology support?
Using the DIEP framework (Diversity, Inclusion, Equality and Purpose), we mapped existing HR processes such as recruitment, learning, mobility and workforce planning. This revealed where AI could genuinely reduce friction, improve fairness and increase strategic capacity. The lab enabled organisations to experiment without risk, challenge assumptions and redesign processes grounded in real organisational culture, particularly relevant for public-sector contexts.
Rather than isolated pilots, the lab approach integrates AI across HR processes in a coherent way. Special attention was given to: Ethical and responsible AI use, bias awareness and mitigation, cultural fit within the Dutch public sector, Gen Z expectations around meaningful, flexible and healthy work. This ensured that innovation strengthened trust, rather than undermining it.
By redesigning HR processes instead of expanding capacity, organisations unlock structural gains: Clearer role definitions aligned with future skills, better decision-making with fewer manual steps, increased internal mobility and skills transfer, sustainable workforce planning under labour scarcity
The lab shifts the conversation from “How many people do we need?” to “How do we organise work more intelligently?”
The HR Innovation Lab provides organisations with a clear roadmap: Which HR processes should be redesigned first? Where AI creates value and where human judgement remains essential. How to prepare employees for changing roles and expectations and how leadership can support transformation without increasing pressure
This approach turns AI adoption into a strategic workforce lever rather than an operational burden.
The DIEP Experience Lab helps organisations create space for innovation, reduce pressure and build future-ready workforces.
The AI at Work Hackathon highlighted a critical insight: innovation succeeds only when technology, people and purpose move together. The DIEP Experience Lab translates that insight into practice. For organisations ready to move beyond experimentation, the lab offers a concrete path to sustainable HR innovation, grounded in ethics, inclusivity and long-term impact.
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Amrita2025-03-20 07:00:152025-05-01 10:57:39Team dynamics and performance, how bias shapes it.
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Amrita2025-03-13 07:00:282025-03-06 14:29:02Cultural bias: recognizing and valuing diverse worldviews
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Amrita2025-03-06 16:30:342025-03-06 14:33:48Understanding bias: how does it influence HR?
