The EEOC is focusing on AI in Hiring, Employment Discrimination of Vulnerable Workers, Preventing Harassment, and other important developing issues. https://bit.ly/49dKBmH
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Legislators in Illinois passed House Bill 3773 (HB3773) a bill which amended the state’s Human Rights Act to include new regulations that will help prevent discriminatory employment decisions through the use of AI. Learn more about HB3773. https://lnkd.in/guaYRUZd #ArtificialIntelligence #AI #EmploymentLaw #Illinois #BackgroundChecks #backgroundsonline #hiring #humanresources
Illinois Passed A Law Regarding AI For Employment Purposes - Backgrounds Online
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The EEOC is ensuring fairness in AI-powered employment decisions! Their new initiative tackles how algorithms used in hiring, promotions, and more, comply with anti-discrimination laws. The Equal Employment Opportunity Commission (“EEOC”) has launched an “Artificial Intelligence and Algorithmic Fairness Initiative”—to ensure that the use of software—including AI, machine learning, and other emerging technologies—in hiring and other employment decisions, comply with federal civil rights laws. The EEOC’s AI Americans with Disabilities Act (“ADA”) Guidance, has made it clear that employers can be liable for violating the ADA if their use of software, algorithms, and artificial intelligence results, in the failure to properly provide or consider an employee’s reasonable accommodation request, or in the intentional or unintentional screening out of applicants with disabilities, even if these applicants can perform the position with a reasonable accommodation. The EEOC’s AI disparate impact guidance focuses on one aspect of Title VII of the Civil Rights Act’s— non-discrimination provisions, the prohibition of “disparate” or “adverse” impact discrimination resulting from the use of algorithmic decision-making tools. Disparate or adverse impact refers to an employer’s use of a facially neutral selection procedure or test that has a disproportionately large impact on individuals, based on characteristics protected under Title VII, such as race, color, religion, sex or national origin. While employers often rely on third parties, including software vendors, to develop, design, implement and or administer algorithmic decision-making tools, the employers themselves may ultimately bear responsibility, under Title VII, for any adverse impact caused by the use of such tools. Therefore, the Commission recommends that employers ask third parties what metrics they have used to assess whether their algorithmic decision making tools result in an adverse impact. https://lnkd.in/ePyTd5e2 #eeoc #employerlaw #employeerights #workersrights
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To help prevent bias related to the use of AI and other automated technologies in employment decisions, the EEOC and other government agencies made a commitment to ensure in-house staff is capable of monitoring and identifying unlawful use of new and emerging technologies. This proactive step will help the EEOC anticipate problems and take swift action to prevent and remedy unlawful discrimination. Whether recruiting, hiring, or other employment decisions are made using traditional processes or through new automated technologies, the process must comply with civil rights laws. Expanding the EEOC’s technological expertise will help ensure robust enforcement of those laws on behalf of the American people. Learn more about the EEOCs Artificial Intelligence and Algorithmic Fairness Initiative and this step to build on the agency’s technological capacity. https://lnkd.in/gZVvsMR2 #AI #AutomatedTechnology #Government [Image text: Strengthening In-House Technological Expertise, www.EEOC.gov/ai]
U.S. Government Agency Actions: Strengthening In-House Technological Expertise
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Whitney J. Jackson and Anne Yuengert explore new Illinois legislation requiring employers to disclose their use of AI in employment decisions and prevent discriminatory practices in their latest post on the Labor & Employment Insights blog. Read more about the expanded protections under the Illinois Human Rights Act and steps for compliance here: [https://lnkd.in/eJ_xJTzR
Illinois Civil Rights Protection Goes High-Tech: Illinois Human Rights Act Expanded to Include AI Regulation
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Explainability and alignment are the keys to a human rights-compliant integration of AI into various sectors. Crucial decision-making roles can't be given to systems that still fall short of human value and ethical alignment, transparency, explainability and interpretability of their algorithms. In a world burdened by socioeconomic imbalances, these recommendations are gold. Well Done, Evelina Ayrapetyan and the Center for AI and Digital Policy !!
📢 CAIDP California Speaks at Civil Rights Council about Automated Decisionmaking and Employment CAIDP Research Fellow Evelina Ayrapetyan testified at the California Civil Rights Council Public Hearing on July 18, 2024 regarding the Council’s proposed modifications to employment regulations for automated-decision systems. Ayrapetyan explained, "AI is quickly transforming the employment landscape and while it has great potential, without proper guardrails in place, the use of AI systems in employment can amplify existing biases and negatively impact historically marginalized communities." She made several recommendations. 1️⃣ Require public disclosure: 1) that a system is in use, 2) methods for opt in/out, 3) explanation of the system’s logic regarding the candidate or employee, and 4) results of the independent impact assessment algorithmic decision systems 2️⃣ Explicitly Require Human oversight and individualized assessments in final employment decisions, even when a job applicant/employee opts-in to algorithmic decision-making 3️⃣ Require pre-deployment independent algorithmic system impact assessments as a pre-condition to deploying AI systems or algorithmic tools in employment 4️⃣ Expand the definition of “Algorithmic-Decision System” and consider including the term ‘use of an algorithmic employment tool’ She concluded, "We applaud the Civic Rights Council for ensuring California employers deploy AI systems ethically and responsibly while respecting human rights and the rule of law, and protecting people in vulnerable situations who are most likely to be harmed by algorithmic decision-making." Evelina Ayrapetyan and several other members of the Center for AI and Digital Policy Research Group have launched a new California-based affiliate for CAIDP. The affiliate will represent CAIDP in state-level AI policy issues. The California legislature is currently considering several AI bills, including discrimination in housing and health care services, AI and employment, protections for creative artists, privacy and surveillance, and standards for foundational models. #aigovernance #california #employment Evelina Ayrapetyan Nidhi Sinha Jaya V. Christabel R. Merve Hickok Marc Rotenberg
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If #AI is the future of #work, how will workers’ rights be protected? 🧐💻 This question was one of the drivers of the European Employment & Social Rights forum that took place on 📅 16-17 November. Over 2,200 experts and participants partook in the discussion. What were the conclusions? Find out on: https://lnkd.in/eiMix77... #EURESjobs #EUSocialForum #AIJobs #DigitalTransformation
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Digital Transformation | Cyber Security | Privacy | Data Governance | Artificial Intelligence | Policy | Strategy | Digital Economy | Gender | Trust
Is our AI inclusive? Are we educating our users of not only the potential but also the possible risks around the use of AI? How are we preparing the workforce of the future for AI adoption? What guard rails are we putting in place to protect users, companies and clients? These are some of the questions that we need to ask before we even consider which AI to deploy. This article is very helpful in answering some of these questions. #MetisConsultingGroup #AIPolicy #Governance #DataPolicy #Trust
📢 CAIDP California Speaks at Civil Rights Council about Automated Decisionmaking and Employment CAIDP Research Fellow Evelina Ayrapetyan testified at the California Civil Rights Council Public Hearing on July 18, 2024 regarding the Council’s proposed modifications to employment regulations for automated-decision systems. Ayrapetyan explained, "AI is quickly transforming the employment landscape and while it has great potential, without proper guardrails in place, the use of AI systems in employment can amplify existing biases and negatively impact historically marginalized communities." She made several recommendations. 1️⃣ Require public disclosure: 1) that a system is in use, 2) methods for opt in/out, 3) explanation of the system’s logic regarding the candidate or employee, and 4) results of the independent impact assessment algorithmic decision systems 2️⃣ Explicitly Require Human oversight and individualized assessments in final employment decisions, even when a job applicant/employee opts-in to algorithmic decision-making 3️⃣ Require pre-deployment independent algorithmic system impact assessments as a pre-condition to deploying AI systems or algorithmic tools in employment 4️⃣ Expand the definition of “Algorithmic-Decision System” and consider including the term ‘use of an algorithmic employment tool’ She concluded, "We applaud the Civic Rights Council for ensuring California employers deploy AI systems ethically and responsibly while respecting human rights and the rule of law, and protecting people in vulnerable situations who are most likely to be harmed by algorithmic decision-making." Evelina Ayrapetyan and several other members of the Center for AI and Digital Policy Research Group have launched a new California-based affiliate for CAIDP. The affiliate will represent CAIDP in state-level AI policy issues. The California legislature is currently considering several AI bills, including discrimination in housing and health care services, AI and employment, protections for creative artists, privacy and surveillance, and standards for foundational models. #aigovernance #california #employment Evelina Ayrapetyan Nidhi Sinha Jaya V. Christabel R. Merve Hickok Marc Rotenberg
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📢 CAIDP California Speaks at Civil Rights Council about Automated Decisionmaking and Employment CAIDP Research Fellow Evelina Ayrapetyan testified at the California Civil Rights Council Public Hearing on July 18, 2024 regarding the Council’s proposed modifications to employment regulations for automated-decision systems. Ayrapetyan explained, "AI is quickly transforming the employment landscape and while it has great potential, without proper guardrails in place, the use of AI systems in employment can amplify existing biases and negatively impact historically marginalized communities." She made several recommendations. 1️⃣ Require public disclosure: 1) that a system is in use, 2) methods for opt in/out, 3) explanation of the system’s logic regarding the candidate or employee, and 4) results of the independent impact assessment algorithmic decision systems 2️⃣ Explicitly Require Human oversight and individualized assessments in final employment decisions, even when a job applicant/employee opts-in to algorithmic decision-making 3️⃣ Require pre-deployment independent algorithmic system impact assessments as a pre-condition to deploying AI systems or algorithmic tools in employment 4️⃣ Expand the definition of “Algorithmic-Decision System” and consider including the term ‘use of an algorithmic employment tool’ She concluded, "We applaud the Civic Rights Council for ensuring California employers deploy AI systems ethically and responsibly while respecting human rights and the rule of law, and protecting people in vulnerable situations who are most likely to be harmed by algorithmic decision-making." Evelina Ayrapetyan and several other members of the Center for AI and Digital Policy Research Group have launched a new California-based affiliate for CAIDP. The affiliate will represent CAIDP in state-level AI policy issues. The California legislature is currently considering several AI bills, including discrimination in housing and health care services, AI and employment, protections for creative artists, privacy and surveillance, and standards for foundational models. #aigovernance #california #employment Evelina Ayrapetyan Nidhi Sinha Jaya V. Christabel R. Merve Hickok Marc Rotenberg
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If #AI is the future of #work, how will workers’ rights be protected? This question was one of the drivers of the European Employment & Social Rights forum that took place on 16-17 November. Over 2,200 experts and participants partook in the discussion. What were the conclusions? Find out on: https://lnkd.in/dt2eFdFR #EURESjobs #EUSocialForum #AIJobs #DigitalTransformation
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Fair Employment Practices (FEP) ensure equal treatment of all employees and job applicants, preventing discrimination based on race, gender, age, religion, disability, or other protected characteristics. They foster a fair, diverse, and inclusive workplace, focusing on merit-based hiring, equal pay, and equitable promotion opportunities. With the rise of AI-driven recruitment tools, it's now more important than ever to address biases in these systems. Companies are being encouraged to audit their hiring algorithms to ensure they comply with anti-discrimination laws. Global regulations, such as the EU’s AI Act and evolving employment guidelines in the U.S., are pushing for greater transparency and fairness across both traditional and AI-assisted hiring processes. #FairEmploymentPractices #DiversityAndInclusion #AIinHR #WorkplaceEquality #HRCompliance #AITransparency #FutureOfWork #HRInnovation #EthicalHiring #HRTech #EqualOpportunity
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