Datapeople’s Post

💪 post from Datapeople on hiring compliance and AI! Great insights on: 💲 Pay transparency: How honesty attracts top talent (https://lnkd.in/gbD8vpQB) 📈 Compliance as a performance driver: Building a strong employer brand & fostering diversity (https://lnkd.in/gXThsYk2) 🤖 Colorado's AI regulations: What companies deploying AI need to know (https://lnkd.in/ghqVfmVw) 🤝 AI as "Assistive Intelligence": Harnessing its potential responsibly learnings from Allianz (https://lnkd.in/gUXW7KBJ) #DatapeopleReads #HiringCompliance #AIinHiring What are your thoughts on these trends? ✒

#AI tools can make the hiring process more efficient, but employers should use caution before adopting them. Phelps lawyers Reed Russell and Raquel Ramirez Jefferson discuss how employers can put plans in place to address AI-related risks.

New York City’s Local Law 144, otherwise known as its #AI law, is officially in effect. Law 144 regulates the use of artificial intelligence bias in #employment decisions, making it unlawful to use #hiring tools that have not been audited by an independent third party. Here’s a look back at why it's best for AI to work in tandem with a human-to-human approach for #recruiting: https://ow.ly/UiGp50PuUk8 #PEO #HR #HRtech #technology #recruitment

As AI technologies become more prevalent in the workplace, it's crucial to understand their potential impact on the employee lifecycle and related legal implications. 🔍 Key Considerations: Bias and Discrimination: AI-driven hiring and promotion decisions could inadvertently perpetuate bias, impacting compliance with anti-discrimination laws such as Title VII, the ADA, and the ADEA. Regular audits and transparent systems are crucial for identifying and mitigating bias in AI algorithms to ensure a fair and equitable process. Privacy and Data Security: AI tools often handle sensitive employee data, raising concerns about privacy and security. Employers must adhere to federal and state data protection laws like the California Consumer Privacy Act (CCPA) and implement strong data security measures to safeguard this information. A clear privacy policy and secure data handling practices can build employee trust. Employee Listening: AI-powered monitoring tools can track employees' activities and communications, raising questions about their privacy rights. Employers should balance the need for monitoring with employees' reasonable expectations of privacy, and clearly communicate monitoring practices to avoid potential legal issues. Accommodations: AI systems should be designed to accommodate employees with disabilities, in line with federal, state, and local laws and regulations. Employers must ensure that AI tools do not inadvertently disadvantage employees who need reasonable accommodations and should test and adjust these systems to meet the needs of all employees. 🚀 Leadership Insights: To lead in the AI era, organizations must be proactive in managing these potential risks. By embedding fairness, transparency, and compliance into AI systems, organizations can harness their potential while upholding employee rights and building trust. #JuanFromHR #AI #Innovation #EmployeeExperience #HR #People Disclaimer: The information provided in this post is for general informational purposes only and should not be construed as legal advice. I am not a legal professional. For specific legal concerns or questions, please consult with a qualified legal advisor.

Yesterday, the Biden-Harris Administration took a pivotal step by releasing an Executive Order on AI. Lauded as a significant move to safeguard Americans from potential AI pitfalls, my question is: How does it impact the employment sector? First, the Order highlights the obvious: AI is transforming the job landscape, with both potential benefits (ie increased productivity) and risks (ie enhanced workplace surveillance, inherent biases, and job displacement). So, now what? Note that the Order itself does not require any specific employment-related action from private employers. Instead, it makes calls to action to the federal government: ➡ Supporting Workers & Privacy Concerns: Directing Actions for "Guiding Principles" and "Best Practices" on AI + Work President Biden directs actions to: 💠 develop guiding principles and best practices that address the effects of AI on job displacement, labor standards, workplace equity, health, safety, and data collection with a goal of preventing employers from exploiting workers, unfairly evaluating job applications, or infringing upon workers' rights to organize. 💠produce a report on AI’s potential labor-market impacts, studying the repercussions and exploring options for supporting workers who might face disruptions due to AI advancements 💠take initiatives to modernize and streamline visa procedures to allow skilled workers in critical areas, including AI, to study, stay, and work in the U.S., hence attracting global talent. ➡ A Need for Training on Algorithmic Discrimination for Civil Rights Violations Biden calls on action to address algorithmic discrimination through training, technical assistance, and coordination between the DOJ & Federal civil rights offices on best practices for investigating and prosecuting civil rights violations related to AI. ➡ Ensuring Responsible and Effective Use of AI through Testing Safe and trustworthy AI is key. The Order mentions the concept of an AI "red-team". This essentially means deploying dedicated teams to rigorously test AI systems, acting as adversaries to pinpoint vulnerabilities and flaws. Their objective? To identify any harmful outputs or behaviors before these systems are made public. It's a proactive measure to mitigate risks and ensure the promise of AI is realized without unforeseen pitfalls. ➡ Interested in working in the Federal AI Workforce? Step On Up... The Order culminates by spotlighting opportunities within the "Federal AI workforce" at www.ai.gov, indicating a robust recruitment drive and expansion in this domain. Questions about workplace compliance and ethics in the world of AI? Our AI Workplace Training for HR Professionals and In-House counsel Collaboration with AI Expert Pamela Isom, FHCA can help guide you. Check out our website for more information: https://lnkd.in/gz9MeVsZ Executive Order: https://lnkd.in/g4-itd37 #aiatwork #aiexecutiveorder #redteam #hrcommunity #shrm #artificialintelligence #ethicalai #futureofwork

The adoption of AI in recruiting is practically inevitable, but as Lori Ellis points out, "Liability will be a major concern for employers, so preparing now is imperative for employers to safeguard themselves and their employees." If we want AI to help as opposed to harm the hiring process, taking proactive rather than reactive measures is key! We need fair use to prevent discriminatory impact. #AI #Recruiting #TalentRecruitment

Exciting news from professional services giant PwC! They are leading the way in providing training around the ethics of AI and best practice for AI use for 75,000 of their North American staff. AI isn't just a short-term trend. When done correctly, it has the potential to transform your recruitment by: ✅ Reducing bias for inclusive hiring ✅ Enhancing the candidate experience ✅ Improving your employer brand ✅ Attracting skilled candidates, even the passive ones! Curious about how you can use AI to best support your recruitment strategy? Pierpoint International can help. Read our breakdown on the best AI tools for hiring and talent acquisition here: https://bit.ly/3N5310f #AIinRecruitment #InclusiveHiring #FutureOfWork

While AI is a great tool for hiring, executives who choose to use it must proceed cautiously. Business Insider reports about reducing bias while utilizing AI in the hiring process. ONe way to do this is by making sure that the AI isn't the only component involved in the hiring process, there has to be oversight by a human. Humans know what to look for in a candidate, AI can just do it more efficiently. The combination of human empathy and understanding with AI efficiency will yield great results in the HR world. What do you think about this technology being used for hiring? Let me know! #AI #Hiring #Bias

Check out our latest insight on AI in the workplace.

💥Stay ahead of the curve and unlock the power of #AI in #HR 💥 Check out our latest article on how AI is reshaping the workplace in Belgium. Thierry Viérin #EUAIAct #AIRegulation #EthicalAI #Belgium