You might not mean to discriminate, but what about your robot? I’m Amy E. Feldman.
According to the Society for Human Resources Management, 83 percent of US hiring managers said they use Artificial Intelligence in the hiring process, starting with who sees the job ads a company places online to using technology that finds information about an individual across many social media and professional platforms, and then by using chatbots and online skills or personality assessments.
But just because it isn’t human doesn’t mean that artificial intelligence can’t perpetuate stereotypes or bias in the process, which is why the EEOC just announced it has launched an initiative to look into the algorithmic fairness of the tools and to determine when companies may be violating employment discrimination laws by relying on them, because it will not be an excuse to say, “oh, the discrimination isn’t my fault. Ask Alexa.”
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