3 Ways CEO’s Violate EEOC Laws with AI Tools

Discover which companies were sued for using AI tools that violated equal employment opportunity laws (EEOC), and how you may remain EEOC compliant while employing AI tools that benefit your company (5 min)!

For more information about the EEOC rules regarding AI; https://www.eeoc.gov/search?search_keywords=Artificial+Intelligence

The EEOC outlined five instances where the use of AI could trigger Title VII violations:

• resume scanners that prioritize applications using certain keywords;
• “virtual assistants” or “chatbots” that ask job candidates about their qualifications and reject those who do not meet pre-defined requirements;
• video interviewing software that evaluates candidates based on their facial expressions and speech patterns;
• testing software that provides “job fit” scores for applicants or employees regarding their personalities, aptitudes, cognitive skills, or perceived “cultural fit” based on their performance on a game or on a more traditional test; and
• employee monitoring software that rates employees on the basis of their keystrokes or other factors.

The head of the U.S. agency charged with enforcing civil rights in the workplace says artificial intelligence-driven “bossware” tools that closely track the whereabouts, keystrokes and productivity of workers can also run afoul of discrimination laws.

The federal agency put out its latest set of guidance this week, on the use of automated systems in employment decisions such as who to hire or promote. It explains how to interpret a key provision of the Civil Rights Act of 1964 known as Title VII that bars job discrimination based on race, color, national origin, religion or sex.

Charlotte Burrows, chair of the Equal Employment Opportunity Commission, said “What will happen is that there’s an algorithm that is looking for patterns that reflect patterns that it’s already familiar with. It will be trained on data that comes from its existing employees. And if you have a non-diverse set of employees currently, you’re likely to end up with kicking out people inadvertently who don’t look like your current employees.”

CEO Blindspots® podcast host: Birgit Kamps

Birgit’s professional experience includes starting and selling an “Inc. 500 Fastest Growing Private Company” and a “Best Company to Work for in Texas”, and serving as a Board Member with various companies. Investors and CEOs rely on her to improve their leadership, discover blind spots holding their organization back, and achieve measurable results at an accelerated pace.

In addition, Birgit is the host of the CEO Blindspots® Podcast which was recognized by Spotify for having the “biggest listener growth” in the USA by 733%; ⁠⁠⁠https://www.ceoblindspots.com/⁠⁠⁠

To ask questions about this or one of the 200+ other CEO Blindspots® Podcast episodes, send an email to⁠ birgit@ceoblindspots.com⁠