The relationship between AI and work is getting more and more attention. But beyond intellectual property issues, what does the integration of AI into the workplace mean for employers?
Beginning in 2023, the leadership of the U.S. Equal Employment Opportunity Commission will consider ways to help employers “capture the benefits of new technology” while fulfilling its mandate to protect the civil rights of workers. announced that it is The agency’s secretary told STEM experts, labor law attorneys, civil rights activists and others at a hearing on Jan. 31 that the EEOC is concerned about how AI replicates systems of oppression throughout the human resource cycle. I reconfirmed. And ahead of the hearing, a Justice Department spokesperson said the department, along with the EEOC, is “sounding alarm bells” against AI and machine learning. They primarily noted that the use of the technology could violate workers’ rights covered by the Americans with Disabilities Act.
New York City continues to demonstrate best practices in talent acquisition, leading the way in salary range transparency, trials and tribulations. Last year, the city council passed a restrictive bill. AI in Talent Acquisition EEOC concerns arise for the same reason: bias.
Next, executives at tech recruiting platform Dice.com reached an agreement with the agency in March 2023 to use AI specifically to root out bias.
It’s no exaggeration to say that new ethical challenges, compliance conundrums, and diverse recruitment challenges will continue to arise as AI continues to become part of the “future of work” debate. Here’s everything HR professionals need to know about AI in the workplace so far.
