Posted on Feb 1, 2023
Can bots discriminate? It's a big question as companies use AI for hiring
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https://www.npr.org/2023/01/31/ [login to see] /ai-artificial-intelligence-bot-hiring-eeoc-discrimination
AI may be the hiring tool of the future, but it could come with the old relics of discrimination.
With almost all big employers in the United States now using artificial intelligence and automation in their hiring processes, the agency that enforces federal anti-discrimination laws is considering some urgent questions:
How can you prevent discrimination in hiring when the discrimination is being perpetuated by a machine? What kind of guardrails might help?
Some 83% of employers, including 99% of Fortune 500 companies, now use some form of automated tool as part of their hiring process, said the Equal Employment Opportunity Commission's chair Charlotte Burrows at a hearing on Tuesday titled "Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier," part of a larger agency initiative examining how technology is used to recruit and hire people.
AI may be the hiring tool of the future, but it could come with the old relics of discrimination.
With almost all big employers in the United States now using artificial intelligence and automation in their hiring processes, the agency that enforces federal anti-discrimination laws is considering some urgent questions:
How can you prevent discrimination in hiring when the discrimination is being perpetuated by a machine? What kind of guardrails might help?
Some 83% of employers, including 99% of Fortune 500 companies, now use some form of automated tool as part of their hiring process, said the Equal Employment Opportunity Commission's chair Charlotte Burrows at a hearing on Tuesday titled "Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier," part of a larger agency initiative examining how technology is used to recruit and hire people.
Can bots discriminate? It's a big question as companies use AI for hiring
Posted from npr.org
Artificial Intelligence (AI)
Discrimination
Technology
Posted >1 y ago
Responses: 2
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PO1 William "Chip" Nagel
..."Knowing you've been discriminated against may be hard
The problem will be for the EEOC to root out discrimination - or stop it from taking place - when it may be buried deep inside an algorithm. Those who have been denied employment may not connect the dots to discrimination based on their age, race or disability status.
In a lawsuit filed by the EEOC, a woman who applied for a job with a tutoring company only realized the company had set an age cutoff after she re-applied for the same job, and supplied a different birth date.
The EEOC is considering the most appropriate ways to handle the problem.
Tuesday's panelists, a group that included computer scientists, civil rights advocates, and employment attorneys, agreed that audits are necessary to ensure that the software used by companies avoids intentional or unintentional biases. But who would conduct those audits — the government, the companies themselves, or a third party — is a thornier question.
Each option presents risks, Burrows pointed out. A third-party may be coopted into treating their clients leniently, while a government-led audit could potentially stifle innovation.
Setting standards for vendors and requiring companies to disclose what hiring tools they're using were also discussed. What those would look like in practice remains to be seen.
In previous remarks, Burrows has noted the great potential that AI and algorithmic decision-making tools have to to improve the lives of Americans, when used properly.
"We must work to ensure that these new technologies do not become a high-tech pathway to discrimination," she said."
..."Knowing you've been discriminated against may be hard
The problem will be for the EEOC to root out discrimination - or stop it from taking place - when it may be buried deep inside an algorithm. Those who have been denied employment may not connect the dots to discrimination based on their age, race or disability status.
In a lawsuit filed by the EEOC, a woman who applied for a job with a tutoring company only realized the company had set an age cutoff after she re-applied for the same job, and supplied a different birth date.
The EEOC is considering the most appropriate ways to handle the problem.
Tuesday's panelists, a group that included computer scientists, civil rights advocates, and employment attorneys, agreed that audits are necessary to ensure that the software used by companies avoids intentional or unintentional biases. But who would conduct those audits — the government, the companies themselves, or a third party — is a thornier question.
Each option presents risks, Burrows pointed out. A third-party may be coopted into treating their clients leniently, while a government-led audit could potentially stifle innovation.
Setting standards for vendors and requiring companies to disclose what hiring tools they're using were also discussed. What those would look like in practice remains to be seen.
In previous remarks, Burrows has noted the great potential that AI and algorithmic decision-making tools have to to improve the lives of Americans, when used properly.
"We must work to ensure that these new technologies do not become a high-tech pathway to discrimination," she said."
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It's not AI, but a good example is that the current IRS algorithm for audits tends to target black taxpayers more than anyone else.
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