Making rental technology accessible means that a candidate can use technology and the skills he or she uses do not improperly exclude disabled candidates, says Alexandra Givens, CEO of Cell for Democracy and Technology, which focuses on civil rights. Era.
He says AI-powered hiring tools often fail to include people with disabilities when creating their training data. Such people have long been excluded from the workforce, so algorithms modeled after the company’s previous hires will not reflect their potential.
Although outliers can be accounted for in models, the way disability presents itself varies from person to person. Two people with autism, for example, can have very different strengths and challenges.
“As we automate these systems, and push employers towards the fastest and most efficient, people are really missing out on the opportunity to show their qualifications and their ability to do the job.” “And that’s a big loss.”
Hands off approach
It is becoming increasingly difficult for government regulators to inspect AI leasing equipment. In December 2020, 11 senators wrote a letter to the American Equal Employment Opportunity Commission, expressing concern about the use of technology hired after the Covid-19 epidemic. The letter inquired about the authority of the agency whether these tools discriminate, especially against people with disabilities.
The EOC responded in January with a letter that was leaked to the MIT Technical Review G Review. In the letter, the commission indicated that it would not be able to investigate AI recruitment tools without specific claims of discrimination. The letter also raised concerns about the industry’s reluctance to share data and said the discrepancy between the software of different companies would prevent the EOC from establishing any comprehensive policies.
“I was shocked and disappointed when I saw the answer,” says Land Behm, a lawyer and lawyer for people with behavioral health problems. “The whole tenure of that letter seemed like a passive bystander rather than an enforcement agency of the EOOC.”
The agency usually initiates an investigation once the person claims discrimination. With AI hiring technology, however, most candidates do not know why they were turned down for the job. “I believe the reason we don’t see further enforcement action or private claims in this area is due to the fact that candidates don’t know they’re being computer-classified or being evaluated,” says EOC Keith Sounderling. Says Keith Sunderling. Commissioner.
Sunderling says he believes artificial intelligence will improve the intelligence recruitment process, and he hopes the agency will issue guidance to employers on how best to implement it. He says he welcomes Congress oversight.