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. Equal Employment Opportunity (EEO)--Employee Relations Talent Acquisition Compliance Employment Law Technology--Compliance

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. How AI May Discriminate in Recruiting: The Amazon Example. Amazon’s AI program is probably one you’ve heard of when it comes to problematic bias in their recruiting efforts in recent years.

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Recruiting Best Practices- Your Technology and You

HRchitect

Acquiring new talent in your organization requires you to navigate around laws regarding discrimination, confidentiality of candidate information and a fiscal responsibility to your organization through timely hires and adherence to salary expectations. Most of us achieve this by using one of the many vendor provided Recruiting Systems. One of the ways a modern recruiting system achieves this is by requesting EEO data from your candidates, and keeping it confidential.

Workplace Discrimination: Comparing American and European Workplaces

Eightfold

More than 4 in 10 American workers report feeling discrimination in the workplace. . According to our data, 43 percent of American workers say they have faced discrimination at work. . Workplace discrimination is, unfortunately, not an uncommon occurrence, but it might occur more often in the United States than it does in Europe. Across the European job markets we surveyed, fewer respondents reported that they had faced discrimination at work: 36 percent in Germany.

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. Recruiters and hiring teams could only assume that their hiring methods were effective. 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? Using data in your hiring process increases your quality of hire.

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Sumser: Tackling the bias in your data

HRExecutive

The moment you decide to measure something, you introduce bias into your data. In other words, all data requires context. Those decisions inherently introduce bias in your data. Bias is an immutable characteristic of data. Bias and Discrimination in HR Tech.

Is blind recruiting actually, well, gender-blind?

Oleeo

Used well, blind recruitment can help with fair screening ensuring non-discriminative shortlisting. Candidate Experience Hiring Recruiting gender bias Candidate Bias Big Data sourcing hr tech #hrtech #oleeo Diversity Artificial IntelligenceGender equality is a topical issue -- and increasingly college and university talent pools are becoming sources to help businesses hit targets.

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.

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.

Is AI Recruiting Discrimination Inevitable?

HR Daily Advisor

In yesterday’s Advisor , we discussed the idea that using artificial intelligence (AI) or big data in the recruiting process doesn’t eliminate problems with discrimination and bias. AI Recruiting Discrimination is Not Inevitable. Eliminating discrimination in hiring may seem all but hopeless, but it’s not. By doing this, we can move toward having more data that is less likely to re-emphasize our existing internal unintentional biases.

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? Clearly, more than a few great hires are slipping through the cracks created by the very software that was developed to improve the recruiting process. In essence, it's software written for applicants to outfox the software developed to make the lives of recruiters easier. The Value of Nuance in Recruiting.

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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? Their message is essentially a warning that HR executives need to frequently test and evaluate their new AI systems for evidence of discrimination because ultimately it’s humans—not machines—who are responsible for the results. “HR Expanding the Recruiter Toolkit.

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).

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.

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.

How AI Can Stop Unconscious Bias In Recruiting

TalentCulture

A major feature of AI for recruiting is its ability to stop unconscious bias. 

A million to settle a racial discrimination lawsuit with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Similar to EEOC guidelines, as a federal government contractor, Palantir cannot discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or against military veterans.

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.

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

Workable

In early October, Reuters reported that Amazon – which emphasizes automation as a major part of its brand – had scrapped its experimental automated recruiting tool. The reason: its resume-analyzing AI discriminated against women by penalizing their resumes. This reported malfunction doesn’t mean that the system was a sexist failure, nor does it say anything about the merits of machine learning or AI in recruitment. Blog Recruiting

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New Data Reveals Racial Inequity Poses the Biggest Threat to a Lasting Recovery and Inclusive Future of Work

Burning Glass Technologies

We cannot build a just and fair economy for working people without also tackling the challenges of disinvestment in Black and Brown communities, racial discrimination in hiring, and labor standards designed to disadvantage people of color.”.

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.

AI Hiring: Bias in the Code

HR Examiner

“While it is true that a machine can do a better job at relentlessly sticking to a narrow script, it cannot see or understand things that are not in the data. Small hints of social class unmeasured in the core data can prompt a skew within a given category. While it is true that a machine can do a better job at relentlessly sticking to a narrow script, it cannot see or understand things that are not in the data. The Tendency Of Data Models To Skew (Bias).

Making Social Media Work for You—Not Against You—in Recruiting for Diversity

HR Daily Advisor

Achieving a diverse workforce and learning how to use social media to recruit talent are two common goals for employers. Today’s social media-aided recruiting opens a world of opportunities to find a diverse set of potential employees. In December 2017, the Communications Workers of America and three individuals filed a class-action lawsuit in federal court in California against companies they claim are unlawfully discriminating against people because of age.

How to create a fairer recruitment process for BAME applicants

Cognisess

In fact, last year the Guardian reported that black Britons and those of South Asian origin faced shocking discrimination at levels unchanged since the 1960s. Perhaps your company wants to support this movement by creating a fairer recruitment process. In order to manage this mass of data, our brains have had to adapt by creating ‘shortcuts’ to help us make decisions. Solution: Blind Recruitment.

Gender pay discrimination: The $14.3 million cost of a shattered shame ceiling

Compensation Today

And even Ellen Pao, who lost her gender discrimination case, still cost Kleiner Perkins a cool $1 million. (It The only historical safeguard standing between employers having to part with millions of dollars in pay discrimination settlements has been women’s silence. Each woman who speaks up about gender discrimination opens the door for another woman to do the same., Do not force your lone female software engineer into a hostage-style recruiting video.

Uncoded Bias in AI Hiring

HR Examiner

Small hints of social class unmeasured in the core data can prompt a skew within a given category. So, while it is true that a machine can do a better job at relentlessly sticking to a narrow script, it cannot see or understand things that are not in the data. The Tendency Of Data Models To Skew (Bias). It is how data models wear out. Once the model comes out of the lab, it is placed in its regular data flow.

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

Workable

In early October, Reuters reported that Amazon – which emphasizes automation as a major part of its brand – had scrapped its experimental automated recruiting tool. The reason: its resume-analyzing AI discriminated against women by penalizing their resumes. This reported malfunction doesn’t mean that the system was a sexist failure, nor does it say anything about the merits of machine learning or AI in recruitment.

DEI in the workplace: Three experts discuss

Workable

Below, you’ll find some of their most valuable points around representation at work, DEI data analytics, diverse recruitment and inclusivity. Racial discrimination became the core focus of DEI conversations. Use data to back up DEI initiatives.

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.

Unconscious bias in recruitment: How can you remove it?

Workable

Companies try to get rid of any form of discrimination from their hiring process. What unconscious bias means in recruitment. Matt Alder , HR thought leader and curator of the Recruiting Future podcast , observes that bias doesn’t always happen unconsciously: “I think there is probably some conscious bias going on when people are making decisions to employ people who think will fit in to their culture or adhere to the very similar people they’ve already got.“.

Recruiting Trends 2020 Report: Predictions for the Year Ahead

Yello

A new decade is upon us, bringing with it the next generation of talent , greater innovation in HR tech, and new recruitment process strategies. Hopefully your recruiting team has had a chance to reflect on the past year’s successes, identify areas for improvement and celebrate a job well done together. As you toast to the new year and finalize your business plans for 2020, take stock of the emerging recruitment trends that will define talent acquisition in the coming years.

10 of the best recruiting assessment tools

Workable

Here’s a list of 10 of the best recruitment assessment tools that will help you select qualified candidates to interview and hire: Athena Assessment. Codility is a tech recruiting platform that supports coding challenges and online technical interviews to help you evaluate Programmers. This tool uses data and analytics to determine whether a candidate has values similar to your team. sales, data entry.) How to use recruiting assessment tools.

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Is social recruiting discriminatory?

Ohio Employer's Law

Yesterday, I noted that the EEOC is examining the impact of “big data” on how employers reach employment decisions. The EEOC’s mission is to eliminate discrimination from the workplace. Certainly, there is no claim that neutral data points intentionally or invidiously discriminate based on protected classes. It has significant implications in race and sex discriminate claims. Unless big data has a disparate impact, the EEOC has no business examining this issue.

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6 Easy Tips for Recruiting People of Color [or BIPOC]

Ongig

A key focus for companies is on how to recruit people of color. We found 6 easy tips for recruiting people of color (POC) or Black Indigenous People of Color (BIPOC). Create diversity goals to recruit applicants of color.

How ATS simplifies the recruitment process

Hacker Earth Developers Blog

The fate of a business rests in the hands of a recruiter. Recruiters are responsible for bringing in the best talent possible to an organization. Because there are so many moving parts to recruiting—scheduling, interviewing, communicating— recruiters can significantly lighten their workload with applicant tracking systems. . An applicant tracking system (ATS) is a software that helps businesses automate the recruiting process to make it more efficient.

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

There are a ton of great HR/Recruitment blogs. Ongig, of course, has its own recruiting blog — you’re reading it right now! This includes general HR blogs, recruiting blogs, talent acquisition blogs, employer branding blogs and more. Ok, here we go…these are the top 100 HR/Recruitment blogs we found! Top 100 HR & Recruiting Blogs. Top 3 HR/recruitment blog posts. Top 3 HR/Recruitment Blog Posts. Recruiting Blog.

Why Amazon's AI-driven high volume hiring project failed

Hubert

Envision the dream of a well functioning recruiting AI. One that supports recruiters in every possible monotone task you might have while making hiring a pure bliss. A team designated for one goal; finding a way of automating recruiting. The Ultimate Guide To AI Recruiting.

Maintaining Recruiting Compliance

Paycor

It’s easy to see how the added burden of managing recruiting compliance – much less keeping track of and understanding it all – can be incredibly challenging. To give you a better grasp of the legislation that could have an impact on your organization, we’ve created an overview of some critical compliance laws that HR must maintain throughout the recruiting process. What can happen if your company is found to be using discriminatory recruiting or hiring practices?

Seven Powerful Ways to Use Tech to Overcome Recruiting Bias

TalentCulture

HR technology tools are available to help recruiters weed out bias. But, do these recruiting tools really work? Here are seven ways you can use tech to overcome recruiting bias. Organizations that want to overcome bias might find it inadvertently slipping into their recruitment processes. Using HR analytics allows you to determine whether your recruitment efforts are as diverse as they should be.