AI tools for the hiring process have become a hot category, but the Department of Justice warns that careless use of these processes could lead to violations of U.S. laws protecting equal access for people with disabilities. If your company uses algorithmic sorting, facial tracking or other high-tech methods for sorting and rating applicants, you may want to take a closer look at what they’re doing.
The department’s Equal Employment Opportunity Commission, which watches for and advises on industry trends and actions pertaining to eponymous matters, has issued guidance on how company can safely use algorithm-based tools without risking the systematic exclusion of people with disabilities.
“New technologies should not become new ways to discriminate. If employers are aware of the ways AI and other technologies can discriminate against persons with disabilities, they can take steps to prevent it …
