{"id":1808,"date":"2023-08-18T09:00:00","date_gmt":"2023-08-18T09:00:00","guid":{"rendered":"https:\/\/teague.local\/?p=1808"},"modified":"2023-07-05T23:46:47","modified_gmt":"2023-07-05T23:46:47","slug":"eeoc-document-warns-against-discriminatory-effects-of-artificial-intelligence","status":"publish","type":"post","link":"https:\/\/www.teagueins.com\/2023\/08\/18\/eeoc-document-warns-against-discriminatory-effects-of-artificial-intelligence\/","title":{"rendered":"EEOC Document Warns against Discriminatory Effects of Artificial Intelligence"},"content":{"rendered":"\n<h3 class=\"wp-block-heading\" id=\"h-the-equal-employment-opportunity-commission-eeoc-has-issued-a-warning-to-employers-who-use-automated-systems-including-artificial-intelligence-ai-to-monitor-employees-and-make-decisions-about-a-range-of-employment-matters-the-document-says-its-intent-is-to-focus-on-preventing-discrimination-against-job-seekers-and-workers-in-accordance-with-title-vii-of-the-civil-rights-act-title-vii\"><strong>The Equal Employment Opportunity Commission (EEOC) has issued a warning to employers who use automated systems, including artificial intelligence (AI), to monitor employees and make decisions about a range of employment matters. The document says its intent is to focus on preventing discrimination against job seekers and workers, in accordance with Title VII of the Civil Rights Act (Title VII).<\/strong><\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p>Employers increasingly use automated systems, including those with AI, to help them with a wide range of employment matters, such as selecting new employees, monitoring performance, and determining pay or promotions. Without proper safeguards, according to the EEOC, their use runs the risk of violating existing civil rights laws.<br><br>\u201cAs employers increasingly turn to AI and other automated systems, they must ensure that the use of these technologies aligns with the civil rights laws and our national values of fairness, justice and equality,\u201d said EEOC Chair Charlotte A. Burrows. \u201cThis new technical assistance document will aid employers and tech developers as they design and adopt new technologies.\u201d<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">EEOC Not Shy about Using Its Authority<\/h4>\n\n\n\n<p>\u201cI\u2019m not shy about using our enforcement authority when it\u2019s necessary,\u201d Burrows told Insurance Journal. \u201cWe want to work with employers, but there\u2019s certainly no exemption to the civil rights laws because you engage in discrimination some high-tech way.\u201d<br><br>Burrows said one example of how automated systems can violate Title VII involves resum\u00e9 screeners when they produce a biased result if they are based on biased data.<br><br>\u201cWhat will happen is that there\u2019s an algorithm that is looking for patterns that reflect patterns that it\u2019s familiar with,\u201d she said. \u201cIt will be trained on data that comes from its existing employees. And if you have a non-diverse set of employees currently, you\u2019re likely to end up with kicking out people inadvertently who don\u2019t look like your current employees.\u201d<br><br>Amazon, for instance, had to abandon its resume-scanning tool to recruit top talent after finding it favored men for technical roles \u2013 in part because it was comparing job candidates against the company\u2019s own male-dominated tech workforce.<br><br>Companies also need to be careful about \u201cdraconian schedule-monitoring algorithms\u201d that penalize breaks for pregnant women or Muslims taking time to pray or allowing faulty software to screen out graduates of women\u2019s or historically Black colleges. The message is, Don\u2019t blame AI when the EEOC comes calling.<br><br>When the EEOC is made aware of these situations it will take action, said Burrows. In March, the tech job-search website Dice.com settled with EEOC to end an investigation over allegations it was allowing job posters to exclude workers of U.S. national origin in favor of immigrants seeking work visas.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Adverse Impact<\/h4>\n\n\n\n<p>The EEOC\u2019s new technical assistance document discusses adverse impact, a key civil rights concept, to help employers prevent the use of AI from leading to discrimination in the workplace. This document builds on previous EEOC releases of technical assistance on AI and the Americans with Disabilities Act and a joint agency pledge. It also answers questions employers and tech developers may have about how Title VII applies to use of automated systems in employment decisions and assists employers in evaluating whether such systems may have an adverse or disparate impact on a basis prohibited by Title VII.<br><br>\u201cI encourage employers to conduct an ongoing self-analysis to determine whether they are using technology in a way that could result in discrimination,\u201d said Burrows. \u201cThis technical assistance resource is another step in helping employers and vendors understand how civil rights laws apply to automated systems used in employment.\u201d<br><br>The EEOC\u2019s technical assistance document is part of its Artificial Intelligence and Algorithmic Fairness Initiative, which works to ensure that software\u2014including AI\u2014used in hiring and other employment decisions complies with the federal civil rights laws that the EEOC enforces. The name of the document is \u201cAssessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964,\u201d<\/p>\n\n\n\n<p><a id=\"disclaimer\" href=\"https:\/\/smartspublishing.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Article Courtesy of SmartsPublishing.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Equal Employment Opportunity Commission (EEOC) has issued a warning to employers who use automated systems, including artificial intelligence (AI), to monitor employees and make decisions about a range of employment matters. The document says its intent is to focus on preventing discrimination against job seekers and workers, in accordance with Title VII of the [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1809,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[22],"tags":[],"class_list":["post-1808","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.2 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>EEOC Document Warns against Discriminatory Effects of Artificial Intelligence - Teague Insurance<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.teagueins.com\/2023\/08\/18\/eeoc-document-warns-against-discriminatory-effects-of-artificial-intelligence\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"EEOC Document Warns against Discriminatory Effects of Artificial Intelligence\" \/>\n<meta property=\"og:description\" content=\"The Equal Employment Opportunity Commission (EEOC) has issued a warning to employers who use automated systems, including artificial intelligence (AI), to monitor employees and make decisions about a range of employment matters. 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