Could AI help employers identify toxic workplace behaviour? 

Emerging forensic AI tools could help organisations identify toxic workplace behaviours that often go undetected through traditional reporting and management processes. 

That is the view of Dr Lisa Turner, founder of CETfreedom and a specialist in AI and behavioural analysis who believes artificial intelligence could play a role in helping employees and organisations recognise patterns of coercive, manipulative and psychologically harmful behaviour. 

Speaking at the TEDxPorthtowan Women event, Turner said many forms of workplace toxicity remain difficult to identify because they are often subtle, subjective and difficult to evidence. 

“Toxic behaviour, whether in workplaces, relationships, or communities, has been almost impossible to prove,” she said. 

“It’s designed to be deniable, deliberately ambiguous and emotionally manipulative. But we now have the technology to surface patterns and behavioural indicators in communication that can help people better understand what is happening, trust their reality and take action backed by evidence.” 

The comments come as employers continue to place greater emphasis on psychological safety, workplace culture and the prevention of psychosocial risks. 

Research cited by Turner suggests toxic workplace behaviour can have a significant impact on employee wellbeing, team performance and organisational culture. Studies by workplace researchers Mitchell Kusy and Elizabeth Holloway found that toxic individuals can negatively affect teams and organisations long after they have left. 

Turner has developed a suite of AI tools designed to analyse communication patterns across emails, messages, meeting transcripts and written accounts. She claims the technology can identify behavioural indicators associated with manipulation, coercion and other potentially harmful interactions. 

Unlike conventional AI chatbots, the tools have been developed specifically to analyse communication dynamics and behavioural patterns over time. 

According to Turner, the systems provide both a risk assessment and a confidence score based on the available evidence, helping users understand not only whether concerning patterns may be present but also the strength of the supporting evidence. 

The potential use of AI to assess workplace interactions raises important questions for employers. 

While organisations are increasingly exploring how AI can support employee wellbeing, culture and leadership development, the use of technology to analyse workplace communications also presents challenges around privacy, ethics and governance. 

Turner believes AI could help individuals better understand their experiences, support managers in identifying problematic behaviours and potentially prevent harmful communications before they occur. 

As AI becomes more embedded within workplace systems, organisations may increasingly explore whether technology can help surface behavioural risks that have traditionally remained hidden. The challenge will be balancing potential benefits with the need for appropriate safeguards, transparency and human oversight.