In the final installment of our AI at Work series, partner Guy Brenner and senior counsel Jonathan Slowik tackle a critical issue: mismatches between how artificial intelligence (or AI) tools are designed and how they are actually used in practice. Many AI developers emphasize their rigorous efforts to eliminate bias, reassuring employers that their tools are fair and objective, but a system designed to be bias-free can still produce biased outcomes if used improperly. Tune in as we explore real-world examples of these risks and what employers can do to ensure they are leveraging AI responsibly.
Guy Brenner: Welcome 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 the final installment of our initial multi-part series detailing what employers need to know about 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: So if our listeners haven’t heard the earlier installments of the series, we encourage you to go back and listen to them. In part one, we go through what we hope is a useful background about what AI is and the solutions it offers...
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