Artificial intelligence

US civil rights enforcers warn employers against biased artificial intelligence

The federal government said May 12 that artificial intelligence technology to screen new job candidates or monitor worker productivity can unfairly discriminate against people with disabilities, sending a warning to employers that the commonly used hiring tools could violate civil rights laws.

The US Justice Department and the Equal Employment Opportunity Commission jointly issued guidance to employers to take care before using popular algorithmic tools meant to streamline the work of evaluating employees and job prospects – but which could also potentially run afoul of the Americans with Disabilities Act.

“We are sounding an alarm regarding the dangers tied to blind reliance on AI and other technologies that we are seeing increasingly used by employers,” Assistant Attorney General Kristen Clarke of the Department of Civil Rights Division told reporters May 12. “The use of AI is compounding the long-standing discrimination that jobseekers with disabilities face. ”

Among the examples given of popular work-related AI tools were resume scanners, employee monitoring software that ranks workers based on keystrokes, game-like online tests to assess job skills and video interviewing software that measures a person speech patterns or facial expressions.

Such technology could potentially screen out people with speech impediments, severe arthritis that slows typing or a range of other physical or mental impairments, the officials said.

Tools built to automatically analyze workplace behavior can also overlook on-the-job accommodations – such as a quiet workstation for someone with post-traumatic stress disorder or more frequent breaks for a pregnancy-related disability – that enable employees to modify their work conditions to perform their jobs successfully.

Experts have long warned that AI-based recruitment tools – while often pitched as a way of eliminating human bias – can actually entrench bias if they’re taking cues from industries where racial and gender disparities are already prevalent.

The move to crack down on the harms they can bring to people with disabilities reflects a broader push by President Joe Biden’s administration to foster positive advancements in AI technology while reining in opaque and largely unregulated AI tools that are being used to make important decisions about people lives.

“We totally recognize that there’s enormous potential to streamline things,” said Charlotte Burrows, chair of the EEOC, which is responsible for enforcing laws against workplace discrimination. “But we can not let these tools become a high-tech path to discrimination.”

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