The trouble with AI is that it lacks a clear definition.
Lacking a clear definition hasn’t stopped many people from fretting about this new, very powerful technology—it is some kind of “intelligence” after all. So we hear calls for “responsible AI,” and watch the establishment of “AI ethics”-related corporate departments, research centers, consulting practices, and new job categories.
Most important, we see the emergence of new, irresponsible government regulation.
A new New York City regulation, going into effect next January, will require companies to conduct audits to identify biases in the AI programs they use for hiring employees. Local Law Int. No. 1894-A requires New York City employers using an “automated employment decision tool” in their hiring and promotion processes to develop a “bias audit” of such tools. Penalties for non-compliance will be between $500 to $1,500 for each violation.
What is an Automated Employment Decision Tool? "Any computational process, derived from machine learning, statistical modeling, data analytics, or artificial intelligence, that issues simplified output, including a score, classification, or recommendation, that is used to substantially assist or replace discretionary decision making for making employment decisions that impact natural persons.”
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