AI-based bias is a hot topic for discussion during the EEOC-led meeting

A stakeholder panel hosted by the US Equal Employment Opportunity Commission (EEOC) in September dominated discussions of smart technology related to smart technology, such as machine learning recruitment systems used for recruitment purposes.

The meeting was for employers, lawyers and civil rights advocates to discuss topics the agency should consider when formulating a new Strategic Execution Plan (SEP).

Witnesses spoke of access to pregnancy, gender-based discrimination among caregivers and equal pay as issues to consider in the upcoming Social Equality Plan, which provides organizations with a roadmap for areas where they can expect further scrutiny moving forward.

But discussion of AI bias made up the bulk of the five-hour hearing.

“[We] Urge upcoming SEPs to include a focus on ways in which relying on algorithmic technology and artificial intelligence in recruitment can replicate and regulate malicious and [stereotypical] Emily Martin, vice president of education and workplace justice at the National Women’s Law Center, said:

Automation tools are becoming increasingly common but often are programmed and trained based on past hiring practices that can replicate patterns of illegal bias, said Jodi Conti, director of government affairs for the National Employment Bill.

“They look for indicators that are assumed to be related to job performance, but these indicators may be based on preconceived notions that embody implicit biases at their core and can filter qualified candidates who do not fit a certain mold,” she said.

Amnesty International has received heavy scrutiny

in 2019, Washington Post mentioned An algorithmic recruitment system developed by Utah-based technology company HireVue has evaluated more than 1 million video job interviews.

The independent interview system asks candidates questions, depicts their responses, and then uses video to rate candidates for various jobs based on their “employability” score, which affects their “willingness to learn” and “personal stability.” HireVue has since stopped analyzing the face.

Meredith Whitaker, co-founder of the AI ​​Now Institute, a New York think tank Washington Post That these algorithmic systems are a “pseudoscience” and a “license to discriminate” against underrepresented candidates. But HireVue claims that it uses “world-class bias testing” techniques to prevent employment discrimination.

In 2018, tech giant Amazon abandoned its AI recruitment tool after finding out Discrimination against women. The algorithm was based on the number of resumes submitted over the past decade, most of which were men. Therefore, he was trained to prefer men over women.

And in 2022, the EEOC sued three integrated companies providing English language teaching services to students in China under the “iTutorGroup” brand, claiming they had programmed their software online. To automatically reject more than 200 older applicants.

Eve Hill, a disability rights attorney and partner at Brown Goldstein & Levy in Baltimore, said during the EEOC meeting that AI-based screening providers should teach and test tools on large, documented, and diversified data sets on an ongoing basis to ensure results don’t come out. do not distinguish.

“AI-based discrimination is one of the things that scares me the most right now,” Hill said. “The employers who use them often don’t know how they work.”

AI can be a powerful tool when used correctly

Emily Dickens, chief of staff and chief of government affairs and corporate secretary for the Society for Human Resource Management (SHRM), noted that nearly 80 percent of organizations surveyed in a recent survey use or plan to use AI for HR purposes within the next five years. Years.

She also said that leveraging AI-based machines into human resources isn’t all bad. For example, algorithmic systems have transformed how companies operate by reducing the time it takes to fill vacancies. Almost 3 out of 5 organizations report that the quality of recruits is higher due to their use of AI.

The 2022 SHRM Report shows that AI can help eliminate unconscious bias by HR leaders, leading to greater equal employment opportunity when done right.

“This is not the moment to impose severe regulatory constraints that will put back key HR functions and impede the ability to create and define talent pipelines,” Dickens said.

Many witnesses praised the Equal Employment Opportunity Commission (EEOC) Artificial Intelligence and Computational Equity Initiative, ensuring that AI is used fairly and consistent with federal laws. Some municipalities have put in place regulations to combat workplace bias related to AI.

For example, New York City passed a law prohibiting companies from using artificial intelligence and algorithm-based technologies to recruit, hire, or promote without these tools first being audited by a third party for bias.

“As I look across the country in the last two or three years, almost every state has started to look at AI and [create] “I will urge the Equal Employment Opportunity Commission (EEOC),” said Daryl Jay, partner at law firm ArentFox Schiff in Washington, D.C. [to create its] The task force is coordinating with other agencies to look at this in a systematic way across the country.”

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