Employers that use artificial intelligence to assess workers and job seekers need to be careful to comply with laws protecting disabled people, two U.S. federal agencies said, expressing skepticism about the technology
Employers that use artificial intelligence to assess workers and job seekers need to be careful to comply with laws protecting disabled people, two U.S. federal agencies said, expressing skepticism about a technology that many businesses have tapped amidCompanies whose AI or machine-learning technology leads to discrimination could face legal repercussions, the U.S. Justice Department and the Equal Employment Opportunity Commission said Thursday.
AI tools help companies to winnow down applicant pools more quickly and with less human intervention than in the past, and they can be used to assess workers companies have already hired. Some tools, for example, can listen in on interviews and summarize key themes, while others use games to try to gauge someone’s skills or temperament.
An AI tool meant to assess a candidate for optimism might exclude someone with depression, a protected disability, EEOC Chair Charlotte Burrows said. Candidates with speech impediments, autism or arthritis that affects typing on a keyboard might also be unfairly excluded from a job, the agencies said., such technology can actually help companies build more diverse teams. But the EEOC, the front-line enforcer of U.S.
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