In part three of our series on potential pitfalls in the use of artificial intelligence (or AI) when it comes to employment decisions, partner Guy Brenner and senior counsel Jonathan Slowik dive into the concept of “black box” systems—AI tools whose internal decision-making processes are not transparent. The internal workings of such systems may not be well understood, even by the developers who create them. We explore the challenges this poses for employers seeking to ensure that their use of AI in employment decisions does not inadvertently introduce bias into the process. Be sure to tune in for a closer look at the complexities of this conundrum and what it means for employers.
Guy Brenner: Welcome again to The Proskauer Brief: Hot Topics in Labor and Employment Law. I’m Guy Brenner, a partner in Proskauer’s Employment Litigation & Counseling group, based in Washington, D.C. I’m joined by my colleague, Jonathan Slowik, a special employment law counsel in the practice group, based in Los Angeles. This is part three of a multi-part series on potential pitfalls in the use of artificial intelligence (or AI) when it comes to employment decisions, such as hiring and promotions. Jonathan, thank you for joining me today.
Jonathan Slowik: It’s great to be here, Guy.
Guy Brenner: If you haven’t heard the earlier installments of this series, we encourage you to go back and listen to them. In part one, we go through what we hope is some useful background about what AI solutions...
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