Accelerated by the COVID-19 pandemic, the innovation of Artificial Intelligence (AI) in hiring practices for remote and in-person workers is not without risk of disparate impact discrimination that has sparked the interest of the U.S. Equal Employment Opportunity Commission (EEOC) and may incur legal challenge in the courts.
According to former EEOC Chair Jennifer R. Yang, while “[B]ig Data has the potential to drive innovations that reduce bias in employment decisions and help employers make better decisions in hiring, performance evaluations, and promotions,” such tools necessitate controls “to promote fairness and opportunity, so that reliance on these expanding sources of data does not create new barriers to opportunity.” Use of Big Data Has Implications for Equal Opportunity, Panel Tells EEOC, U.S. Equal Opportunity Commission, Oct. 13, 2016.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
