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This guidance explains how algorithms and artificial intelligence can lead to disability discrimination in hiring. While ai and other technology may ofer benefits, there is potential to violate the laws against discrimination when used in employment decisions. Employers considering using or already using ai when making key employment decisions (e.g., hiring, firing, promotions) should consult the framework and ensure that their ai programs address.
Whether using ai to assist with talent acquisition, monitoring employee performance, determining employee pay, or in some other way, employers should keep in mind the legal implications of its use and brush up on one area in particular, the americans with disabilities act (ada). The equal employment opportunity commission enforces federal laws prohibiting employment discrimination Although federal guidance on ai use in the workplace seems to have been revoked (or at least removed from agency websites), employers must still comply with existing federal, state and local laws when implementing ai.
As discussed below, the framework sets forth ten “focus areas” for employers to consider when using ai recruiting and hiring tools to minimize the risk of algorithmic discrimination.
Each area provides guidance on maximizing benefits while managing risks associated with ai hiring technologies. What is the eeoc’s role in ai
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