To receive it in your inbox every Friday, sign up her e. Last week, a law about AI and hiring went into effect in New York City, and everyone is up in arms about it. The use of AI in hiring has been criticized for the way it automates and entrenches existing racial and gender biases. The problem is massive, and many companies use AI at least once during the hiring process.
US Equal Employment Opportunity Commission chair Charlotte Burrows said in a meeting in January that as many as four out of five companies use automation to make employment decisions. They will also have to submit to annual independent audits to prove that their systems are not racist or sexist.
Candidates will be able to request information from potential employers about what data is collected and analyzed by the technology. It requires that companies better understand the algorithms they use and whether the technology unfairly discriminates against women or people of color.
Sounds sort of promising, right? But the law has been met with significant controversy. Cahn argues that the law could produce a false sense of security and safety about AI and hiring. As you might expect, that omission is also a hot topic for debate among AI experts. Already, New Jersey and California are considering similar laws. Read more of our coverage on AI and hiring here. AI competition is not a zero-sum game. The US still has no federal privacy law.
The new bill being drafted in New York aims to regulate advanced AI systems while addressing concerns with the California bill. Discover special offers, top stories, upcoming events, and more.
