21.2 C
New York
Monday, May 16, 2022

Latest Posts

US warns employers about use of biased AI tools in hiring staff

- Advertisement -

The US government has warned that artificial intelligence (AI) technology used to screen new job candidates or monitor employee productivity may discriminate against people with disabilities, warning employers that tools commonly used for recruitment could violate civil rights laws.

The Department of Justice and the Equal Employment Opportunity Commission (EEOC) published joint guidance for companies to be careful before using the most popular algorithmic tools, designed to streamline the evaluation process of employees and job applicants, as its use may also violate the Americans with Disabilities Act.

“We are sounding an alarm about the dangers associated with the blind use of artificial intelligence and other technologies that are increasingly used by employers,” Assistant Attorney General Kristen Clarke of the department’s Civil Rights Division said Thursday. . “The use of AI is compounding long-standing discrimination faced by job seekers with disabilities.”

- Advertisement -

Examples of popular AI tools for employment include resume scanners, employee monitoring programs that classify workers based on keystrokes, online game-like tests to assess job skills, and video talk shows that measure a person’s speech patterns or facial expressions.

According to authorities, this type of technology could exclude people with speech problems, severe arthritis that makes typing difficult, or a host of other physical or mental impairments.

Other tools that automatically analyze workplace behavior can also miss particular needs in working conditions that allow employees to modify their working conditions to perform their job successfully, such as a quiet workstation for someone with post-traumatic stress disorder or more frequent breaks for a pregnancy-related disability.

Experts have long warned that AI-based recruiting tools—while often portrayed as a way to remove bias from people—can actually entrench prejudice by resorting to industry evaluation factors where racial and gender disparities gender are already common.

This move to combat harm to people with disabilities reflects a broader effort by the administration of President Joe Biden to encourage positive advances in AI technology while curbing opaque and largely unregulated tools used to make important decisions about people’s lives.

“We fully recognize that there is tremendous potential to streamline things,” said Charlotte Burrows, chairwoman of the EEOC, which is responsible for enforcing anti-discrimination laws in the workplace. “But we can’t let these tools become a high-tech avenue for discrimination.”

Source: Gestion

- Advertisement -

Latest Posts

Don't Miss

Stay in touch

To be updated with all the latest news, offers and special announcements.