Employers are increasingly using artificial intelligence and other algorithmic tools to support workplace decisions, including recruiting, screening, interviewing, promotion, workforce planning, and performance management. These tools can improve efficiency and consistency, but they also introduce important compliance, reputational, and employee-relations considerations. Two concepts that often arise in AI governance are bias audits and validation testing.
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Algorithms, Predictive Models, and the Colorado Division of Insurance
By Joseph J. Lazzarotti on
Posted in Artificial Intelligence
While programs such as Artificial Intelligence bots that can write poetry or develop art are capturing people’s interest, administrative agencies across the country are concerned about how similar technology including algorithms and automated decision making may affect employees and consumers alike. The Equal Employment Opportunity Commission (EEOC) to the New York City Department of Consumer…
Facebook’s “Trending” Section and Human Resources Analytics
According to a recent New York Times article, “Facebook scrambled on Monday to respond to a new and startling line of attack: accusations of political bias.” Slate followed with a report that the online social networking giant became the subject of a United States Senate inquiry, with Commerce Committee Chairman John Thune wanting information about…