AI: Discriminatory Data In, Discrimination Out

SHRM Resources

Artificial intelligence (AI), increasingly used in recruiting, might inadvertently discriminate against women and minorities if the data fed into it is flawed.

Legal Issues in AI: Bias and Discrimination

HR Examiner

Bias and discrimination are often used interchangeably. For example, if I want to understand wages and tenure for mid-level women HR professionals, I would exclude men and temps, then figure out how many years’ experience or job level I wanted to see and eliminate the data on everyone outside that range. But this example is a research question, not discrimination. Discrimination is illegal bias that manifests in employment decisions.

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Consumer Data Protection Laws: What You Need to Know

Ultimate Software

But with high-profile data breaches and concerns over how companies are safeguarding data, there has been a worldwide call to codify new consumer data protection laws and strengthen existing ones. The Global Response to Consumer Data Protection. The European Union first answered this call with the implementation of the General Data Protection Regulation (GDPR). If a lawful basis cannot be identified, the company cannot collect or process that data.

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EEOC Created New Data Visualizations to Illustrate Discrimination Data

The OutSolve Blog

Visuals illustrate data for all charges, retaliation and sexual harassment charges

The Amazon Example: Can AI Discriminate?

HR Daily Advisor

Instinctively, it would seem that using a machine, data, or artificial intelligence (AI) to review job applicants would create a process that is fairer by default. All too often, we risk re-creating past discrimination, even when we try not to.

Confronting Discrimination In The Workplace (For Leaders)

Vantage Circle

Discrimination, subtle or blatant, can be seen everywhere in our day to day lives. However, many leaders choose to believe that discrimination in the workplace doesn’t really exist. Discrimination can be in the little acts itself. Should they fire the ones who are discriminating?

EEOC Releases Graphical Data

Berkshire Associates

The Equal Employment Opportunity Commission (EEOC) released graphics that display employment discrimination statistics data over a period of five years. Developed by the EEOC’s Office of Enterprise Data and Analytics, the agency’s goal is to share their enforcement data in a simple, easy to understand visual for all stakeholders.

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Governor Phil Murphy wants an “overhaul” of the New Jersey Law Against Discrimination

The Employer Handbook

But, Governor Murphy’s proposed changes to the New Jersey Law Against Discrimination (LAD) aren’t nearly as aspirational. Discrimination and Unlawful HarassmentImage Credit: Photofunia.com ([link].

3 Tips on Avoiding Unintentional Discrimination

Pinsight

Unintentional discrimination—commonly known as disparate or adverse impact—affects many employment practices involving candidate selection. Identifying and selecting high-potential employees requires companies to engage in candidate selection, and if they need to be intentional about evaluating their criteria and procedures for selection, in order to avoid unintentional discrimination against protected groups. So, how do you avoid unintentionally discriminating against others?

EEOC to Host Public Meeting on “Big Data and Employment Discrimination”

Berkshire Associates

Eastern Time to discuss “Big Data and Employment Discrimination.” The meeting will “examine big data trends and technologies, the benefits and risks of big data analytics, current and potential uses of big data in employment, and how the use of big data may implicate equal employment opportunity laws.”. Affirmative Action Diversity Workplace Discrimination

Independence Day Commemorates Freedom … from Discrimination

Accurate Background

This act was a landmark civil rights and labor law prohibiting discrimination in public places, providing for the integration of schools and other public facilities, and made employment discrimination illegal. With the aim to eliminate bias and inequality in America’s workplaces, the EEOC enforces federal anti-discrimination statutes, and provides oversight of all federal equal opportunity regulations, policies, and practices.

COVID-19: Asian American Discrimination and Mental Health Resources

Thrive Global

As this trend continues, there will surely be a mental health fallout to consider given the negative impact of discrimination on wellbeing. Racial discrimination is a significant predictor of mental health disorders among Asian Americans, and race-based traumatic stress is highly related to typical trauma symptoms such as dissociation, anxiety, depression, and sleep disturbance. 1) Responding to and Reporting Hate/Harassment/Discrimination.

EEOC Steps Up Data Collection on Discrimination

HRExecutive

In case you missed this bit of news on your rush out the door to start your weekend last Friday: In an effort to improve the information available about religious discrimination, the U.S. Equal Employment Opportunity Commission announced it will implement changes in the collection of demographic data from individuals who file charges with the agency. Combating Religious Discrimination Today , a community engagement initiative coordinated by the White House and the U.S.

Hiring Discrimination Isn’t Getting Better

Workology

According to a new study there has been little to no progress in reducing racial hiring discrimination since 1989. Researchers from Northwestern University, Harvard, and the Institute for Social Research in Norway looked studies on resume and interview discrimination in the past 28 years, looking for trends in the data. HR hiring discrimination racism

7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

EEOC Pay Data Proposal Revised

HRWatchdog

The EEOC’s pay data proposal has been revised – submit comments by August 15! In January of this year, the federal Equal Employment Opportunity Commission (EEOC) announced its proposal to require employers with more than 100 employees to report pay data to the agency on the federal EEO-1 report, including aggregate information from employee W-2s that shows hours worked and earnings data. Compensation Discrimination Form W2 Pay Data

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What is GINA? The federal discrimination law you need to know.

Business Management Daily

GINA, or the Genetic Information Nondiscrimination Act, outlaws genetic discrimination. GINA bars employers from discriminating against or harassing employees based on their genetic information. It prohibits genetic information employment discrimination. It also outlaws discrimination based on genetic information about the employee’s relatives. Genetic discrimination examples. This is genetic discrimination under GINA.

A federal court just killed collection of EEO-1 employee pay data dead. Happy Tuesday.

The Employer Handbook

And starting in 2017, employers had to include employee pay data (also known as EEO-1 Component 2 data) with the EEO-1. About 89% of eligible filers have submitted EEO-1 Component 2 data for calendar year 2017 and 89.6% Discrimination and Unlawful Harassment

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Sex discrimination lawsuits cost four employers a bundle

HR Morning

The Equal Employment Opportunity Commission has made it clear that its chief enforcement target is “systematic” discrimination on the part of employers. And the agency’s making good on that threat: Here are recent settlements of sex discrimination lawsuits that will cost four companies a total of $4.2 million and provide other relief to settle a class sex discrimination lawsuit brought by the Equal Employment Oppor­tunity Commission (EEOC).

AI is not a Quick-Fix Solution for Discrimination

HRExecutive

However, the emergence of AI has sparked a fascinating and important debate: Do machines making decisions that were once made by humans reduce or even eliminate discrimination—or can they actually increase bias?

Data or Intuition: When Should HR Rely on the Numbers?

Cornerstone On Demand

So, how do you know when it makes sense to use data and when to trust your gut? Yes, personality can be one of the items on your checklist, but using objective data allows you to avoid making an irrational—and sometimes illegal—decision. Using your data can save you a lot of headaches in the future. Instead, use data to determine what perks and programs will benefit your employees. That's when your data needs to come out in full force.

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Here's Why Intuition Matters In Our Data-Driven Age

Cornerstone On Demand

In the age of analytics, why are we so enamored with reducing the “human" in order to embrace the data? " I'm sorry, data-loving colleagues, but the job of recruiting should not be left to software alone. His entire professional life focuses on data, but he urges us to recognize that data is not the whole picture. "Technological progress is like an axe in the hands of a pathological criminal." " - Albert Einstein.

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‘Impossible Demands’ Lead to Disability Discrimination Lawsuit

HR Daily Advisor

He responded by filing a lawsuit against his employer alleging that he was discriminated against in violation of the federal Americans with Disabilities Act (ADA) and Massachusetts Gen. Chapter 151B, the state law prohibiting employment discrimination, including discrimination based on a disability. Larry alleges in his lawsuit that the employer asked for data from his CPAP machine that demonstrated he was complying with his sleep apnea treatment. by John S. Gannon.

7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

The Compliance Downside of Big Data

Workology

The use of big data in human resources is all the rage today. More and more companies, at least the large ones, are collecting and using employee and prospect data to be able to make determinations about their workforces. The data is being used for promotions, terminations as well as new hires and it should be. There is however, a downside of the use of that data. The Risks of Big Data. A major risk is that of disparate impact discrimination.

EEOC to Tackle Use of Big Data in Employment

HRWatchdog

Does big data trigger discrimination claims? The Equal Employment Opportunity Commission (EEOC) will hold a public meeting tomorrow “Big Data in the Workplace: Examining Implications for Equal Employment Opportunity Law.” ” In human resources, “big data” may be used during the hiring process. Or big data can be used to crunch social media profiles, records of employment, online resume profiles and tests.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

New Update on EEO-1 Pay Data Collection

Berkshire Associates

The Federal Office of Management and Budget (OMB) says the final decision on whether pay data is to be collected in EEO-1 reports has not been made. Affirmative Action Workplace Discrimination OFCCPThis information came in as a request filed by OMB to dismiss a lawsuit filed by the National Women’s Law Center (NWLC) and the Labor Council for Latin American Advancement (LCLAA).

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Sumser: Fighting bias through data-driven software development

HRExecutive

And,” he added, “we really interrogate the data in search of insight. We mine the data and reevaluate workflows in search of the things that make a real difference.” For many, a mispronounced name is a signal of subtle and not so subtle discrimination to come.

White House Suspends Pay Data Portion of EEO-1

TLNT: The Business of HR

Employers who were required to file pay and demographic data as part of a revised EEO-1 have been given a reprieve. The EEOC, under direction by the White House Office of Management and Budget, has suspended indefinitely the requirement to file the pay data portion. Discrimination Equal Employment Opportunity Commission (EEOC) HR News Legal - Compliance & Policies Wages, Pay, & Salary Featured

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EEOC data show Title VII retaliation cases rising

HR Morning

The Equal Employment Opportunity Commission (EEOC) reported in late January that it fielded 72,675 charges of workplace discrimination in 2019 , the largest number alleging retaliation. The EEOC data highlights that all employees need training to understand what constitutes discrimination.

Obama enlists EEOC in the fight against pay discrimination

HR Morning

On the seventh anniversary of the Lilly Ledbetter Act , the Obama administration announced that it is taking some monumental steps to identify potential pay discrimination. The first: Enlisting the help of the EEOC to procure more detailed payroll data from employers. The EEOC — in partnership with the DOL — issued a proposal to start collecting pay data from employers with 100 or more employees to help uncover and root out pay discrimination.

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

ApplicantStack

In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report. Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018). The deadline for EEO-1 2018 data is still May 31, 2019. Component 1 requires hiring data categorized by the following: Race/ethnicity. EEO Component 2 (EEO-2) is pay data : hours worked and wage paid. I Thought EEO-2 (Pay Data) Was Put On Hold.

Another court holds mistaken discrimination is unmistakably illegal

The Employer Handbook

If this case of mistaken identify happened at work and culminated in Nikolai losing his job because his employer thought he was Russian, would he have a claim for perceived national origin discrimination? The new General Data Protection Regulation (“GDPR”) takes effect on May 25.

Don’t blame AI for gender bias – blame the data

Workable

The reason: its resume-analyzing AI discriminated against women by penalizing their resumes. But, as reported, the data the system was fed to learn how to score candidates was “successful resumes” and “unsuccessful resumes” from the past 10 years.

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Using HR Analytics and Big Data in the Workplace

EmployeeConnect

The concept of using Big Data and HR Analytics in the workplace has become a debatable issue when it was revealed how certain employers are using the help of outside data firms to forecast the health risks of its employees. People expressed their concerns as they felt that their personal and sensitive health information is in jeopardy because if their employers have access to this personal data it can be used in ways which may not be in their favour.

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.

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HR-tech providers are stepping up with free access to data, apps

HRExecutive

But based on recent data, that number will pale compared to 2020. For COVID-19, it enables HR and employee-relations teams to: document and track any and all issues related to the outbreak, including performance management, accommodations, allegations of discrimination or harassment and more; implement consistent issue tracking and reporting for all employees, including those who are working from home; follow a compliant process to ensure fair fact-finding, when required; and.

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