Making recruitment technology accessible means ensuring that candidates can use the technology and that the skills it measures do not unduly exclude candidates with disabilities. Increasingly, says Alexandra Givens, CEO of the Center for Democratic Technology, an organization focused on civil rights. Digital era.
AI-powered recruitment tools often cannot include people with disabilities when generating training data, she says. Such people have long been excluded from the workforce, so algorithms modeled on the company’s previous employment do not reflect their potential.
Even if the model can explain the outliers, the way in which the failure appears varies greatly from person to person. For example, two people with autism can have very different strengths and challenges.
“As we automate these systems and employers push them to the fastest and most efficient, we’re losing the opportunity to show people the ability to actually qualify and work,” says Givens. “And that’s a big loss.”
Government regulators find it difficult to monitor AI adoption tools. In December 2020, 11 senators wrote to the Equal Employment Opportunity Commission in the United States, expressing concern about the use of employment technology after the covid-19 pandemic. The letter asked about the authority of the agency to investigate whether these tools specifically discriminate against people with disabilities.
The EEOC responded in a letter leaked to the MIT Technology Review in January... In the letter, the Commission stated that it would not be possible to investigate AI recruitment tools without a particular claim of discrimination. The letter also outlined concerns about the industry’s hesitation in sharing data, stating that differences between software from different companies would prevent the EEOC from enacting a broader policy.
“I was surprised and disappointed when I saw the reaction,” says Roland Böhm, a lawyer and advocate for people with behavioral health problems. “The whole idea of the letter seemed to make the EEOC look more like a passive bystander than an executive body.”
Agencies usually initiate an investigation when an individual files a complaint of discrimination. However, with AI adoption technology, most candidates don’t understand why they were denied the job. “I think the reason we don’t see any more enforcement actions or private proceedings in this area is because we don’t know that the candidates are being scored or evaluated by computers,” said Keith Sonderling of the EEOC. .. commissioner.
Sonderling believes that artificial intelligence will improve the hiring process and hopes that artificial intelligence will issue guidance to employers on the best ways to implement it. He says he welcomes parliamentary oversight.
Disability rights advocates are worried about discrimination in AI recruitment tools
Source link Disability rights advocates are worried about discrimination in AI recruitment tools