In some cases, AI has been shown to filter out women, black applicants and older candidates, and can eliminate someone merely for a facial expression.
At first glance, artificial intelligence and job hiring seem like a match made in employment equity heaven.
Paradox offers automated chat-driven applications as well as scheduling and tracking for applicants. The company pledges to only use technology that is “designed to exclude bias and limit scalability of existing biases in talent acquisition processes.” AI brands and supporters tend to emphasize how the speed and efficiency of AI technology can aid in the fairness of hiring decisions. An article from October 2019 in the Harvard Business Review asserts that AI has a greater capacity to assess more candidates than its human counterpart — the faster an AI program can move, the more diverse candidates in the pool.
In other words, AI algorithms can be unbiased only if their human counterparts consistently are, too.How AI is used in hiring More than two-thirds of employers that use AI to support HR activities say they use it for recruitment and hiring, according to a February 2022 survey from SHRM. An October 2022 study by the University of Cambridge in the U.K. found that the AI companies that claim to offer objective, meritocratic assessments are false. It posits that anti-bias measures to remove gender and race are ineffective because the ideal employee is, historically, influenced by their gender and race. “It overlooks the fact that historically the archetypal candidate has been perceived to be white and/or male and European,” according to the report.
When HR professionals are choosing which tools to use, it’s critical for them to consider what the data input is — and what potential there is for bias surfacing in those models, says Emily Dickens, chief of staff and head of government affairs at SHRM. “People think a little differently about the way that emerging technologies will impact society versus themselves,” says Colleen McClain, a research associate at Pew.
Even stronger language came out of a joint statement by the FTC, Department of Justice, Consumer Financial Protection Bureau and EEOC on April 25, in which the group reasserted its commitment to enforcing existing discrimination and bias laws. The agencies outlined some potential issues with automated systems, including:
Thus far, there’s only one place in the U.S. that has passed a law specifically addressing bias in AI hiring tools: New York City. The law requires a bias audit of any automated employment decision tools. How this law will be executed remains unclear because companies don’t have guidance on how to choose reliable third-party auditors. The city’s Department of Consumer and Worker Protection will start enforcing the law July 5.
“Anyone that tells you that AI can be bias-free — at this moment in time, I don’t think that is right,” Jesani says. “I say that because I think we’re not bias-free. And we can’t expect AI to be bias-free.”
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