Micah Taylor, M.S.’s Post

I’ve got some exciting news for federal contractors navigating the realm of AI in hiring! On April 29, 2024, the OFCCP released comprehensive guidance aimed at ensuring compliance with Equal Employment Opportunity (EEO) obligations when utilizing AI systems for hiring and employment decisions. With the potential for bias and discrimination in AI systems, it's crucial for contractors to adhere to affirmative obligations outlined in the FAQs. These include meticulous record-keeping, ensuring transparency and explainability of AI systems, and conducting thorough due diligence on third-party providers. The guidance underscores OFCCP's commitment to fairness in employment practices and signals increased scrutiny through evaluations and complaint investigations. As we embrace AI's potential in recruitment, let's prioritize fairness and equality. #AI #EEO #OFCCP #HiringPractices

Check out this compelling article on the impact of AI on employment discrimination. The authors examine the legal implications and proposed regulations in response to the growing use of algorithms in hiring and workplace decisions. A thought-provoking read that delves into the promise and perils of artificial intelligence in the workplace. It's like peeling back the layers of a complex issue to reveal the intricate workings beneath. What are your thoughts on AI's role in employment decisions? https://lnkd.in/g7jXfs9R

In the latest Ius Laboris Insights, we are exploring the legal issues and challenges that employers are likely to face as (generative) AI progressively integrates into the workplace. Legal and HR professionals, AI providers please feel free to share your experience/insights 🙂 https://lnkd.in/d5yNfyaF

As artificial intelligence (AI) continues to integrate into the workplace, it brings a spectrum of transformative benefits along with legal and ethical responsibilities for employers. A critical balance must be struck to harness AI's capabilities without infringing on non-discrimination laws, data protection regulations, and employee rights. Recent legal precedents highlight the necessity for employers to meticulously oversee AI implementations, particularly in recruitment processes and day-to-day operational tools, to avoid potential legal repercussions and safeguard workplace integrity. Explore our latest article to understand the proactive steps employers must take to ensure compliance and responsible use: https://lnkd.in/d3B-5fD3 Written by Marie BEHLE PONDJI of CASTEGNARO #AI #EmploymentLaw #DataProtection #WorkplaceInnovation #HRManagement

🤖 While AI offers many advantages, employers must remain aware of the risks that a lack of supervision can generate. Find Marie BEHLE PONDJI's latest article to better understand and apprehend the new challenges linked to the use of AI within the employment relationship. 🤝 🔗 Read here : https://lnkd.in/d3B-5fD3. #AI #Luxembourg #Castegnaro #ArtificialIntelligence

As #artificial #intelligence (“AI”) #technologies become more ubiquitous and advanced, both the #advantages and potential risks they pose for employers continue to grow as well. This is especially true with regard to the use of generative #AI – that is, AI that can generate original content based on data patterns. This type of AI can produce original images, text, music and designs, among other things. With the rising use of AI, we are seeing a corresponding rise in #legislation, guidance and litigation addressing the use and consequences of AI. One area where this is increasingly common is the employment sphere. AI in the Employment Cycle More and more, #employers are using AI in various aspects of the employment cycle. Recruitment is one of the stages when AI is used most, including through resume screening, video interviews, pre-employment assessment and automated candidate services. During employment, AI may be used in various ways, such as automated employee service, skill development, performance management and in various everyday work tasks. https://lnkd.in/gw2JkArJ #law #lawfirmmarketing #lawnmaintenance #centrik #centriksocial #linkedin #linkedincommunity #linkedinengagement #linkedincontent #article #articlewriting #articles #2024trends #lawfirmmanagement #lawyers #lawyer #lawfirms #lawsuits #LegalEvidence

Thinking about using GenAI for your hiring and promotion processes? 🤖💼 Before diving in, have you considered the implications of #employmentlaw and #dataprotectionlaw risks? Explore an article drafted by data protection and employment law specialists (including me 😊) outlining the top 10 crucial considerations for employers in this area. Stay informed to make well-informed decisions. #AI #HR #Compliance #EmploymentDataProtection

This article is a good read; however, the article’s reference to the number of bills already introduced to regulate AI at the state and local levels resonated with me a lot more than the concern over defining AI. For example, the article includes the following about a local law in New York: “New York City instituted a law in July 2023 requiring employers to independently audit their systems for AI bias and publish their findings on their company websites or risk fines.” According to the article, more than 30 states have put forth almost 200 bills related to AI-focused legislation. Therefore, my key takeaway is that staying compliant with the many variations of regulatory requirements for AI usage is going to be an increasing business imperative for employers. Check out the article for more context. #AI #HR #DEI #ArtificialIntelligence #Bias #EEOC #HiringTrends #RegulatoryCompliance #CostAvoidance #EmploymentLaw #BottomLine https://lnkd.in/eu6pQW3W

It's important for employers to identify the technology being used in the employment decision-making process. At present, the use of AI tools is more prevalent than most people realize. According to the US Equal Employment Opportunity Commission, an estimated 80% of employers are using artificial intelligence tools in the employment decision-making process.   It's also worth noting that the AI tools being used by HR for this purpose take a wide variety of forms, including tools that operate as a guide for the hiring process (e.g. tools that help recruiters take notes, write emails, and carry out reference checks) and those that can aid in the decision making itself (e.g. resume scanners, testing software, chatbots, and video interviewing software). That said, there remains little independent oversight on whether the tools may result in unintended or unknown bias.   So, what steps should employers consider implementing as part of their AI policies to get the value add of these tools and mitigate the risk of bias? Below is a partial list of some of the recommendations for employers using these tools in the Cooley AI Shorts video here: https://bit.ly/42keW0Q For a deeper dive into issues related to employment counseling and litigation from an AI perspective in the US and UK, register for our upcoming AI Talks webinar on February 7: https://bit.ly/47OMkh9. Can't attend? Register for on-demand access to the recording.   #CooleyAI #artificialintelligence #AI #bias #technology #video #webinar #employment #HR

Discover the latest OFCCP guidance on AI in employment practices. #OFCCP #AI #federalcontractors