Employers continue to find new ways to automate business practices, including using software programs that provide for artificial intelligence (AI) in a variety of employment practices, including recruitment.
These new technologies, while promising in many respects, have garnered the attention of the Equal Employment Opportunity Commission, which last year launched the Artificial Intelligence and Algorithmic Fairness Initiative. The EEOC announced the initiative’s intended mission “to ensure that the use of software, including artificial intelligence (AI), machine learning and other emerging technologies used in hiring and other employment decisions comply with the federal civil rights laws that the EEOC enforces.”
The EEOC announced, “Through the initiative, the EEOC will examine more closely how existing and developing technologies fundamentally change the ways employment decisions are made. The initiative’s goal is to guide employers, employees, job applicants and vendors to ensure that these technologies are used fairly and consistently with federal equal employment opportunity laws.”
In a clear sign of the potential dangers of AI, the EEOC filed suit earlier this month against iTutorGroup for age discrimination after the EEOC determined that the company programmed its online software to automatically reject more than 200 older otherwise qualified applicants.
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