After having hundreds of discussions with HR leaders on the emerging regulations of hiring tools, there has been one common misconception that is helpful to discuss: many HR leaders have told us that they simply don’t use AI in their systems. Unfortunately,...
We were fortunate to be joined by Anthony J. May, attorney at Brown, Goldstein & Levy. Anthony shared some critical perspective that #hr leaders need to hear. 1. Despite all the attention being paid to new regulation of AI tools like NYC Local...
Note: this post will be a bit more “in the weeds” than most of our other content. These answers come from our notes made on verbal replies to questions — as we get more “official” written guidance, we will update this post. On May 22, NYC...
EEOC Last week, the EEOC released an incredibly unsurprising document: Select Issues: Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964 This document...
In the case of NYC Local Law 144, New York City is mandating employers to audit their automated employment decision tools (AEDTs). Some of these tools may use AI, Machine Learning, or they might just use algorithms that help streamline the decision making...
Regulation around AI and ML is likely to follow the old saw: it will go very slowly, then all at once. Here are several current or potential regulations that executives and HR leaders show follow: New York City’s Automated Employment Decision Tool Law (more formally,...
