How do we use AI to screen CVs at scale without baking in hiring bias?

We receive 400+ applications per open role and our recruitment team is overwhelmed. We want to use AI to reduce the manual review burden. But I've read enough about algorithmic hiring bias to be genuinely worried — we have D&I commitments we take seriously and the last thing I need is an AI that reproduces the hiring patterns we've been working to change. How are CHROs and Heads of Talent using AI in screening responsibly?