As the adoption of artificial intelligence in our workplaces increases so do conversations around AI and discrimination. Probably the best-known case study is from Amazon who developed its own AI candidate matching tool for technical positions. The company abandoned this tech after determining it was matching candidates to positions who had male names, went to male universities, and specific work experiences. Over the last several years as the adoption of AI in HR and recruiting has increased, I’ve been doing my own research on how this is and can impacting our workplaces from our hiring to training, to other employee engagement activities.
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the upcoming 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. Today, I’m joined by Alexandra Reeve Givens.
Alexandra Reeve Givens is the founding Executive Director of the Institute for Technology Law & Policy at Georgetown Law, which operates as a think tank working on cutting edge issues in technology law. She previously served as Chief Counsel for IP and Antitrust to the Senate Committee on the Judiciary and to its Chairman/Ranking Member, Senator Patrick Leahy (D-Vt.). She began her legal career as a litigator at Cravath, Swaine & Moore in New York City. Alexandra is also the daughter of the actor Christopher Reeve, who experienced a life-changing spinal cord injury in the 1990s. She serves as a Vice Chair of the Reeve Foundation, which supports people living with all forms of paralysis.
Does AI Discrimination Against Hiring and Employment of People with Disabilities?
I asked Alex this question because there is artificial intelligence in human resources, recruiting and employment is still so very new. For many employers who are considering AI in their offices and among their employees, Alex says that it really depends. AI is designed to look at patterns and make recommendations based on this information so if a candidate doesn’t match the pattern, there is potential for discrimination. The Amazon case is a great example of how AI can create barriers to employment for all protected classes including people with disabilities. In this podcast interview, Alex talks in a great deal about the conscious or unconscious bias that is present in the employment process right now not to mention the risk that AI also brings. Continue reading here…
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