Recently the EEOC has launched an initiative to ensure that the use of artificial intelligence (AI) and other emerging technologies used in hiring and other employment decisions comply with the federal civil rights laws that the EEOC enforces. The initiative’s goal is to guide employers, employees, job applicants, and vendors to ensure that these technologies are used fairly and consistently with federal equal employment opportunity laws.

The EEOC has issued technical assistance to provide guidance on algorithmic fairness and the use of AI in employment decisions. The guidance covers topics such as:

  • How to identify and mitigate bias in AI systems
  • How to ensure that AI systems are used fairly and consistently with federal equal employment opportunity laws
  • How to collect and analyze data to assess the impact of AI systems on employment decisions

DEI Assessment for AI in HR Processes

In response to this guidance, we offer a DEI assessment for AI in HR processes for mid to large-sized organizations. This service is specifically designed to assess and evaluate the application of AI in your HR processes, ensuring diversity, equity, and inclusion are prioritized and upheld.

Key Features:

  1. AI Bias Audit: We’ll assess AI usage for unintentional biases that may affect hiring and promotion practices, aiming to create a fairer process.
  2. DEI Compliance Check: Our team will conduct a rigorous review of your HR systems to ensure compliance with DEI regulations and best practices.
  3. Ethical AI Review: We will evaluate your AI-driven HR processes on ethical grounds, ensuring they align with the principles of fairness and respect.
  4. Inclusive Design Recommendations: Post-assessment, we provide tailored recommendations to increase inclusivity in your HR AI tools, aligning with your unique company culture.
  5. Ongoing Monitoring & Training: As needed, we can offer continuous monitoring for changes in DEI performance, and essential training sessions for your HR team to better understand AI tools.

It is important for organizations to comply with the EEOC’s guidance on AI because failure to do so could result in legal liability. The EEOC has the authority to investigate and prosecute charges of employment discrimination. If an organization is found to be in violation of the law, it could be ordered to pay back pay, front pay, and other damages. In addition, the organization could be required to change its policies and practices to prevent future discrimination.

By complying with the EEOC’s guidance on AI, organizations can help to ensure that their use of these technologies is fair and does not discriminate against any protected class of individuals.