Bias Audit

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Keep track of the various state and local laws regarding conducting bias audits of artificial intelligence and automated employment decision tools.

In this webinar, DCI Consultants Bre Timko and Amanda Allen discuss the Equal Employment Opportunity Commission’s recently issued guidance on the use of artificial intelligence (AI) in selections procedures. This webinar will cover the EEOC’s take on the application of the Uniform Guidelines on Employee Selection Procedures to algorithmic-based tools, who is responsible for the outcomes of the use of such tools in selection procedures, and what employers can do to mitigate risk in the use of these tools.

This webinar will discuss the recent EEOC Guidance on “The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees.” The burgeoning use of artificial intelligence (AI) in the pre-employment screening of job applicants and employees has given rise to increasing concerns regarding the privacy, transparency, accountability, fairness, and accuracy of predictions of AI-based assessments, especially with regard to applicants and employees with disabilities. The latest EEOC direction explains how employers’ use of software that relies on algorithmic decision-making may violate existing requirements under Title I of the Americans with Disabilities Act (“ADA”) and provides practical tips to employers on how to comply with the ADA as well as to job applicants and employees who think that their rights may have been violated.

A New York City law that is set to go into effect on January 1, 2023, will impose new requirements on employers who use machine learning, artificial intelligence, or other automated tools in their personnel selection processes. Similar laws are likely to crop up elsewhere in the United States. We’ll discuss eleven pressing questions about the law as we unpack its implications for employers, applicants, and the field.