New EEOC guidance advises employers to ensure that any hiring tools based on algorithms or artificial intelligence (AI) do not negatively impact applicants with disabilities. Employers are responsible for vetting potential bias in AI-based hiring tools – even if the software is provided by a vendor.
Other laws that aim at automated evaluation tools are picking up steam across the country, including New York City, California, and Illinois, among other states.
Smith, Gambrell & Russell:
New York City to Require Bias Audits of Automated Employment Tools