In part two of our insightful artificial intelligence series, partner Guy Brenner, who leads Proskauer’s D.C. Labor & Employment practice and is co-head of the Counseling, Training & Pay Equity Group, and Jonathan Slowik, senior counsel, Labor & Employment, in the firm’s Los Angeles office, explore the critical issue of AI training data in employment decisions. We discuss how issues with training data can create risk with respect to employment discrimination laws, even when AI systems are not explicitly programmed to consider protected characteristics. We also highlight the potential for inaccuracies in AI models due to insufficient or unrepresentative training data. So be sure to tune in as the legal implications of these issues can be of importance to employers when understanding potential biases in AI systems.
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 and Counseling Group based in Washington, DC. And I’m joined by my colleague, Jonathan Slowik, senior counsel in the Labor and Employment Practice Group based in Los Angeles. This is part two of our 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 again today.
Jonathan Slowik: I’m excited to be here, guys.
Guy Brenner: If you haven’t heard...
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