Concerns about artificial intelligence and other technology — and their intersection with employment law — dominated a Sept. 22 listening session with the federal government’s workplace discrimination watchdog.
The U.S. Equal Employment Opportunity Commission wrapped up its series of three listening sessions last week, bringing an end to public input as it develops its next strategic enforcement plan. While witnesses touched on a wide array of issues at the event, both employee and employer representatives asked the commission for clarity around emerging tech.
Throughout the 5-hour-long event, worker advocates expressed concerns about hiring systems and hard-to-use technology inadvertently furthering discrimination.
Dariely Rodriguez, deputy chief counsel for the Lawyers’ Committee for Civil Rights Under Law, asked the EEOC to devote resources to address “biased algorithmic screens” in the hiring and recruitment processes, which she said often have an adverse effect on Black workers and other workers of color.
Representing the National Women’s Law Center, Emily Martin also asked the EEOC to focus on the issue, noting that such hiring technology can “replicate and systematize harmful and stereotyped decision-making, while also making such discrimination more difficult to challenge because of the black box nature of those decision-making processes.”
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