As corporations increase their reliance on automated programs to evaluate potential job candidates, lawyers can expect to hear more about an unintended byproduct: algorithmic discrimination.

Increased use of algorithms, or machine learning, to evaluate job seekers is expected to result in more unintended discrimination in hiring. But there’s a debate among legal scholars about whether job applicants denied employment based on protected-class discrimination by a resume-reading artificial intelligence can find a remedy under existing  laws.

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