Datapeople’s Post

This week's #DatapeopleReads dives deep into automated employment decision tools (AEDTs)! Are you wondering what they? Have you considered how they influence hiring? And what about the legal implications? Well, read below for the breakdown. 🤖 What are AEDTs and how do they impact hiring? https://lnkd.in/geGxxWkT ⚖ The evolving legal landscape of AEDTs in the US. https://lnkd.in/gzdwtKMK 🎯 Staying compliant with new AEDT regulations. https://lnkd.in/gzErYjk9 🤝 Plus, learn how to ethically leverage AI in your hiring practices! https://lnkd.in/gswcZV_9 #AI #Hiring #TalentAcquisition #FutureofWork

AI making waves in recruitment? 🌊 Check out our latest blog for a casual chat on the challenges, lawsuits, and efforts surrounding AI bias in US hiring. #AIBias #RecruitmentTrends #TalentnxtAi https://lnkd.in/dU-2Wc5a

🌐 Fairness in Automated Employment Decision Tools 🤖✨ Automated employment decision tools have become integral in shaping the hiring landscape. However, it's crucial to acknowledge the potential for bias and ensure these tools are champions of fairness and equity. 🌍💼 🤖 The Power and Pitfalls of Automation: Automated tools promise efficiency and objectivity, but they are not immune to biases inherent in the data they are trained on. It's vital to constantly evaluate and refine these systems to prevent perpetuating existing inequalities. 🌐 Addressing Bias Head-On: To create a level playing field, organizations must actively work to identify and eliminate bias in their automated decision tools. Regular audits, diverse data sets, and ongoing training for AI systems are essential to mitigate the risk of unintentional discrimination. 🤝 Collaboration for Inclusivity: A diverse and multidisciplinary approach is key in developing fair automated decision tools. Collaboration between data scientists, HR professionals, and stakeholders ensures a comprehensive understanding of potential biases and ethical considerations. 🔍 Transparency and Accountability: Organizations should prioritize transparency in their use of automated tools. Clearly communicate the algorithms' criteria, regularly assess their impact, and be accountable for the decisions made. Open dialogue fosters trust and invites collective responsibility. 💡 The Future of Fair Hiring: As we navigate the evolving landscape of AI in recruitment, it's imperative to integrate continuous improvement strategies. Striving for fairness isn't just a goal; it's a commitment to building a future where every candidate has an equal opportunity to succeed. ✨ What are your thoughts on ensuring fairness in automated employment decision tools? Share your insights! 🗣️💬 #aiethics #fairhiring #diversityandinclusion #techforgood #recruitment #employment #peoplemanagement

As AI use in recruitment increases, so will the challenges that employers, and AI software companies, encounter. Quick read; be aware! #recruitingtechnology

Is everyone familiar with the Automated Employment Decision Tool Law? A perspective from Fountain CEO, Sean Behr is worth the 3 minute read. (Forbes.com) #artificialintelligence #legalcompliance #riskavoidance #hiringprocess

With the conversation about the "#futureofwork" rapidly becoming engulfed with a conversation about AI - for many employers, HR professionals, and attorneys, it can seem dizzying to know where to even start. If you're new to the world of AI + employment law, there are some wonderful resources to jump start your understanding. First, there isn't a federal #artificialintelligence (AI) law for workplaces yet, but current laws still apply to use of AI tools, including ADA and the Civil Rights Act of 1964. And the Equal Employment Opportunity Commission (EEOC) is actively adapting its existing framework to accommodate AI's emerging presence. For those new to the term, the EEOC is a federal agency responsible for enforcing laws against workplace discrimination. 1️⃣ In May 2023, the EEOC published a technical assistance document, focused on assessing AI's adverse impact in employment selection processes under Title VII of the Civil Rights Act titled “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964.” Link here: https://lnkd.in/g9zxveCH. The document: 📄 Provides guidance on applying established aspects of Title VII to automated systems, especially those incorporating AI. 📄Aims to ensure that AI's use in employment processes, such as recruitment and performance monitoring, does not inadvertently lead to violations of existing civil rights laws, while emphasizing fairness, justice, and equality in the era of AI. 📄 Clarifies terms like “software,” “algorithm,” and “artificial intelligence” and their relationship to Title VII principles. 📄Focuses on "disparate impact" or "adverse impact" discrimination, where neutral tests may disproportionately exclude individuals based on protected traits. 2️⃣ The insightful article in the University of Miami School of Law Review titled "The Promise and The Peril: Artificial Intelligence and Employment," co-authored by EEOC Commissioner Keith Sonderling and Attorneys Bradford J. Kelley, and Lance Casimir. Link: https://lnkd.in/gUQj63Zp 🔑 Key Takeaways: 💡 AI Defined & Its Uses: Understanding AI’s potential and applications is the starting point. 💡 Vendor Considerations: Many AI tools in the workplace come from third parties. It’s critical to grasp the implications when integrating these into your operations. 💡 Recognizing Risks: From talent acquisition to employee evaluations - AI presents both opportunities and challenges. Be aware of potential pitfalls at every employment stage. 💡 Adopting Best Practices: Even without a specific AI regulatory framework, ensuring that your practices align with civil rights laws and global best practices is paramount. As AI continues to reshape the workplace, it's essential to ensure employers are equipped with the right knowledge and tools to harness its potential responsibly. #AI #algorithmicbias #EEOC #aiatwork

Attention employers! Dive into the latest developments reshaping hiring practices in NYC with Bloomberg Law's insightful article on the new AI bias law. 🤖 Understand the broad impacts and audit requirements to ensure compliance and foster fair recruitment practices. Stay informed to navigate the evolving landscape of HR! Check out the article here: https://lnkd.in/dWv8enYE #NYC #ArtificialIntelligence #AILaws

AI's Use in Talent Acquisition Raises Questions of Responsibility: HR leaders need to pay attention to an active lawsuit that could mean big changes to where AI fits in recruiting strategies. Continue reading... #talentmanagement #recruiting

Attention NY employers! Starting now, you must disclose any AI usage in hiring processes to job applicants. Stay compliant and transparent with these new regulations. Learn more in our latest blog post! 🤖📄 Read here: https://lnkd.in/erWVQYjF #HR #AIDisclosure #EmploymentLaw

In today's digital age, many employers rely on artificial intelligence and automated systems to make crucial employment decisions, such as hiring and firing. These tools, including resume scanners, chatbots, and video interviews, are designed to streamline the recruitment process and identify the best candidates for the job. However, there is growing concern about the potential for these tools to create unlawful bias in the hiring process. The Equal Employment Opportunity Commission (EEOC) has recognized this issue and has established an initiative, "Navigating Employment Discrimination in AI & Automated Systems: A New Civil Rights Frontier," to address the potential bias in these tools and evaluate whether they comply with federal and civil rights laws. This initiative aims to provide employers with the necessary guidance and training to ensure that the systems they are using are in compliance with these laws. As employers, it is essential to understand the implications of using AI and automated systems in the hiring process. These tools have the potential to perpetuate systemic biases and discrimination, which can have serious legal and ethical implications for businesses. By participating in the EEOC's initiative, employers can gain a better understanding of how these systems may be violating state and federal laws and take appropriate steps to mitigate these risks. It is crucial for employers to be proactive in addressing potential biases in their hiring processes and ensure that their systems are fair and compliant with the law. By participating in the EEOC's initiative, employers can demonstrate their commitment to upholding civil rights laws and promoting a diverse and inclusive workplace. In light of this initiative, I encourage all employers to take a closer look at the automated systems they are using in their hiring processes and consider participating in the EEOC's training. Understanding the potential biases in these tools and taking steps to address them is not only a legal obligation but also a moral imperative for employers. The use of AI and automated systems in the hiring process is a complex issue, and it is crucial for employers to stay informed and educated on this matter. By participating in the EEOC's initiative, employers can gain valuable insights into the potential biases in their systems and take proactive measures to ensure compliance with the law. #AIinHiring #TechBias #EmploymentDiscrimination #CivilRights #EEOC #DiversityandInclusion #HRTraining #AIEthics 🤖 #discriminations