Artificial intelligence (AI) has been dominating headlines this year with the unveiling of OpenAI's advanced generative AI chatbot ChatGPT, but more subtle and intrusive forms of AI have crept into various aspects of human existence.
Algorithmic decision-making is being used for screening decisions in areas like welfare claims, criminal profiling, and corporate recruitment. However, the data sets used for these decision-making processes often favor the majority as the normative standard, resulting in bias against minority groups. This has led to a threat of algorithmic discrimination, which is being tackled by the Biden-Harris administration through draft policy guidance, investment in National AI Research Institutes, and liaising with key AI Big Tech innovators.
Algorithmic tools that assess candidate and employee performance can lead to a workplace culture that discriminates against those with disabilities. HR departments need to possess a robust knowledge of reasonable accommodations to counter these issues. Employers can undertake asking AI software vendors what accessibility features are included within their products and prioritize establishing accessibility provisions as a procurement requirement and differentiator.
Employers should also communicate openly and transparently throughout recruitment and retention processes to make it clear that accommodations are available and welcome.
Published on May 9 2023 - Read the full article on Forbes