Legal Issues in AI: Bias and Discrimination

HR Examiner

Bias and discrimination are often used interchangeably. But this example is a research question, not discrimination. Discrimination is a legal term that means making an employment decision that adversely affects an individual or group in a protected class.

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.

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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.

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.

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

Berkshire Associates

Eastern Time to discuss “Big Data and Employment Discrimination.” Affirmative Action Diversity Workplace DiscriminationThe Equal Employment Opportunity Commission (EEOC) will host a public meeting next Thursday, October 13, 2016, at 1:00 P.M.

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.

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.

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.

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

EEOC Pay Data Proposal Revised

HRWatchdog

The EEOC’s pay data proposal has been revised – submit comments by August 15! As previously reported , the EEOC is seeking to collect pay data to assist the agency in identifying pay disparities that warrant investigation. Compensation Discrimination Form W2 Pay Data

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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. Do you operate on gut feelings a lot?

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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.

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EEO-1 Pay Data Collection Deadline Has Passed – What Employers Need to Know Now

HRWatchdog

You still have time to submit your EEO-1 pay data. Although the EEO-1 Component 2 data (also known as pay data) September 30 deadline is officially behind us, the Equal Employment Opportunity Commission (EEOC) continues to accept this employer data.

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Justify a Job Offer’s Salary with Data

Visier

Candidates are approaching job offer negotiations with unprecedented levels of insight and confidence: The US unemployment rate has reached a historic low, and individuals now have instant access to compensation data via websites like Glassdoor and Salary.com.

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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. ADA & Disabilities CPAP data documentation employerby John S. Gannon.

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. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

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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.”

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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. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

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. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

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.

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Cafe Classic: Could Big Data Bring Big Dilemmas?

Compensation Cafe

Editor's Note: Data and analytics are big topics - and big priorities - in a lot of HR shops these days. Specifically, the degree to which Big Data may be creating a new potential and power to discriminate. HR systems are home to a host of demographic data about our employees.

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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. According to EEOC’s lawsuit, PMT engaged in a pattern or practice of systemic hiring discrimination when, between Jan.

EEOC Will Collect Pay Data From W-2s

HRWatchdog

Future EEOC-1 reports will require pay data. Today, the Equal Employment Opportunity Commission (EEOC) announced approval of a revised EEO-1 report that will require large employers to report pay data to the agency, including aggregate information from employee W-2s.

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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.

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.

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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EEO-1 Component 2 Pay Data Analysis

Biddle Consulting

External Pay Equity: The OFCCP will measure pay equity between companies; specifically, they will compare a company’s EEO-1 Pay Data against others in the relevant business sector. The OFCCP is less clear on their strategy to measure external pay equity with the EEO-1 pay data.

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.

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.

Confessions of a Reluctant Feminist: My Role In Perpetuating Workplace Discrimination

Inpower Coaching

We need to figure out how to fight the kind of workplace discrimination that creates cultural uniformity in our businesses for two reasons. We have to learn to see discrimination and speak about it in very specific ways to keep from perpetuating it.

EEOC Makes Changes to Support Enforcement of Pay Discrimination Laws

Paychex

The Equal Employment Opportunity Commission (EEOC) has released a revised EEO-1 Report to collect aggregated employee pay data from private employers and federal contractors and subcontractors that employ 100 or more employees.

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.

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.

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. Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.

EEOC Wants Pay Data From Employers

HRExecutive

Under a new proposal from the Equal Employment Opportunity Commission , all employers with more than 100 workers will be required to furnish pay data to the federal government as part of their Employer Information Report (EEO-1), beginning with the September 2017 report. The objective, says the EEOC, is to make it easier for the government to spot potential cases of pay discrimination and to assist employers in promoting equal pay in their workplaces.

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