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ccording to the Equal Employment Opportunity Commission (EEOC), nearly 8% of employers use artificial intelligence (AI) technology to make employment decisions. The prevalence of AI technology in the employment arena shouldn’t surprise HR professionals with long to-do lists. AI can assist with résumé reviews, training, and employee evaluations. While AI can be a powerful tool, it can also result in violations of Title VII of the Civil Rights Act of 1964 and the Fair Labor Standards Act (FLS
y. AI Discrimination Common Title VII issues arise with algorithms that screen résumés. Algorithms are often “trained” to compare new résumés with