Center for AI and Digital Policy’s Post

Explainability and alignment are the keys to a human rights-compliant integration of AI into various sectors. Crucial decision-making roles can't be given to systems that still fall short of human value and ethical alignment, transparency, explainability and interpretability of their algorithms. In a world burdened by socioeconomic imbalances, these recommendations are gold. Well Done, Evelina Ayrapetyan and the Center for AI and Digital Policy !!

Is our AI inclusive? Are we educating our users of not only the potential but also the possible risks around the use of AI? How are we preparing the workforce of the future for AI adoption? What guard rails are we putting in place to protect users, companies and clients? These are some of the questions that we need to ask before we even consider which AI to deploy. This article is very helpful in answering some of these questions. #MetisConsultingGroup #AIPolicy #Governance #DataPolicy #Trust

Legislators in Illinois passed House Bill 3773 (HB3773) a bill which amended the state’s Human Rights Act to include new regulations that will help prevent discriminatory employment decisions through the use of AI. Learn more about HB3773. https://lnkd.in/guaYRUZd #ArtificialIntelligence #AI #EmploymentLaw #Illinois #BackgroundChecks #backgroundsonline #hiring #humanresources

Starting in February 2026, Colorado job applicants will have the right to challenge companies' decisions not to hire them under a sweeping new law aimed at reducing bias in artificial intelligence. This law (SB 205), the most comprehensive of its kind in the U.S., regulates the use of automated decision-making tools such as resume screening software. The law's specifics will depend on future guidance from Colorado's attorney general and possible legislative amendments requested by Governor Jared Polis. Colorado is among the first to tackle AI regulation, setting a precedent that may influence legislation elsewhere, The law includes mandatory annual impact assessments of AI tools to detect bias against protected characteristics like race and sex. Uniquely, it also requires companies to notify individuals affected by AI decisions and provide an opportunity to challenge these decisions and seek human review. This is a significant burden for employers as they will need to offer appeal rights to potentially hundreds or thousands of applicants screened out by AI. Despite the law's good intentions, Matt Scherer from the Center for Democracy & Technology warns that vague provisions might allow companies to automate the appeal process, undermining its effectiveness. The only other major jurisdiction with similar legislation is New York City, but Colorado's law is broader, covering decisions in employment, education, healthcare, housing, and more. It also requires AI developers to disclose discrimination risks to the attorney general and known users within 90 days of discovery. The law lacks a private right of action, giving sole enforcement authority to the attorney general, which could result in lenient enforcement initially. Nonetheless, it establishes a rebuttable presumption that employers meeting the law's requirements have fulfilled their duty of care, offering some legal protection. As AI continues to evolve, Colorado's pioneering law will be closely watched to see how it shapes the future of AI regulation and employment practices across the country.

Legislators in Illinois passed House Bill 3773 (HB3773) a bill which amended the state’s Human Rights Act to include new regulations that will help prevent discriminatory employment decisions through the use of AI. Learn more about HB3773. https://lnkd.in/gmtYDcW8 #ArtificialIntelligence #AI #EmploymentLaw #Illinois #BackgroundChecks #backgroundsonline #hiring #humanresources

The EEOC is ensuring fairness in AI-powered employment decisions! Their new initiative tackles how algorithms used in hiring, promotions, and more, comply with anti-discrimination laws. The Equal Employment Opportunity Commission (“EEOC”) has launched an “Artificial Intelligence and Algorithmic Fairness Initiative”—to ensure that the use of software—including AI, machine learning, and other emerging technologies—in hiring and other employment decisions, comply with federal civil rights laws. The EEOC’s AI Americans with Disabilities Act (“ADA”) Guidance, has made it clear that employers can be liable for violating the ADA if their use of software, algorithms, and artificial intelligence results, in the failure to properly provide or consider an employee’s reasonable accommodation request, or in the intentional or unintentional screening out of applicants with disabilities, even if these applicants can perform the position with a reasonable accommodation. The EEOC’s AI disparate impact guidance focuses on one aspect of Title VII of the Civil Rights Act’s— non-discrimination provisions, the prohibition of “disparate” or “adverse” impact discrimination resulting from the use of algorithmic decision-making tools. Disparate or adverse impact refers to an employer’s use of a facially neutral selection procedure or test that has a disproportionately large impact on individuals, based on characteristics protected under Title VII, such as race, color, religion, sex or national origin. While employers often rely on third parties, including software vendors, to develop, design, implement and or administer algorithmic decision-making tools, the employers themselves may ultimately bear responsibility, under Title VII, for any adverse impact caused by the use of such tools. Therefore, the Commission recommends that employers ask third parties what metrics they have used to assess whether their algorithmic decision making tools result in an adverse impact. https://lnkd.in/ePyTd5e2 #eeoc #employerlaw #employeerights #workersrights

Six states have proposed new laws to address employment discrimination risks associated with Artificial Intelligence in hiring: https://bit.ly/3L8I5Ed These regulations aim to ensure fairness and prevent bias in AI-driven recruitment processes. Employers must stay informed and compliant with these evolving laws to avoid legal pitfalls. At The Torrey Firm, we specialize in employment law and can help your business navigate these new regulations. Ensure your hiring practices are fair and legally compliant. Contact us today: www.torreyfirm.com #AIRecruiting #EmploymentLaw #FairHiring #LegalCompliance

Legislation impacting AI and employment decisions takes the spotlight in this week’s compliance update. The California Civil Rights Department (CRD) has proposed new rules affecting employers who use AI for employment decisions. The amendments to the Fair Employment and Housing Act (FEHA) would treat discrimination by automated decision tools the same as discrimination by humans. Key highlights include notice requirements for employers using AI to evaluate a candidate’s criminal history and restrictions on personality-based questions via automated systems. Employers utilizing AI throughout the employment process are urged to submit their comments on the proposed rules to the CRD by July 18th. For an in-depth analysis of the FEHA amendments and guidance on submitting comments to the CRD, check out my article on Forbes: https://lnkd.in/g56tBFJM In other legislative news: - Colorado’s HB 24-1133, expanding the scope of criminal offenses eligible for automatic sealing, awaits the Governor’s signature. - New York’s S.1731D, limiting the consideration of a candidate’s credit history for employment, has advanced. - Pennsylvania’s HB 98, amending the state’s equal pay law to prohibit inquiries into a candidate’s compensation history and requiring disclosure of expected compensation ranges, has passed the House and is now headed to the Senate. I will closely monitor this legislation and share updates as they unfold. #AI #AEDT #CleanSlate #PayEquity

So important to keep an eye on AI involved employment practices & regulations!

To help prevent bias related to the use of AI and other automated technologies in employment decisions, the EEOC and other government agencies made a commitment to ensure in-house staff is capable of monitoring and identifying unlawful use of new and emerging technologies.   This proactive step will help the EEOC anticipate problems and take swift action to prevent and remedy unlawful discrimination. Whether recruiting, hiring, or other employment decisions are made using traditional processes or through new automated technologies, the process must comply with civil rights laws. Expanding the EEOC’s technological expertise will help ensure robust enforcement of those laws on behalf of the American people.   Learn more about the EEOCs Artificial Intelligence and Algorithmic Fairness Initiative and this step to build on the agency’s technological capacity. https://lnkd.in/gZVvsMR2 #AI #AutomatedTechnology #Government [Image text: Strengthening In-House Technological Expertise, www.EEOC.gov/ai]