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August 16, 2022

TLNT

On November 10, 2021, New York’s City Council enacted Int. No. 1894-A – legislation, (effective from 1st January 2023), that requires employers to conduct a ‘bias audit’ on artificial intelligence (AI) technology used to review, select, rank or eliminate candidates for employment or promotion.

The audit must be performed by an independent auditor and its results must be published on the employer’s website before the employer implements the AI programs.

For those who may not have heard of it, this is a significant new law. Currently, approximately 83% of U.S. employers use some form of AI in their hiring processes. Most use them solely it to efficiently find the right candidates for their vacancies. But what this new legislation means is that AI programs not properly constructed and evaluated, can now be seen as programs that perpetuate unlawful discrimination – discrimination which is also punishable by fines.

Read the full article here

 

August 16, 2022

TLNT

On November 10, 2021, New York’s City Council enacted Int. No. 1894-A – legislation, (effective from 1st January 2023), that requires employers to conduct a ‘bias audit’ on artificial intelligence (AI) technology used to review, select, rank or eliminate candidates for employment or promotion.

The audit must be performed by an independent auditor and its results must be published on the employer’s website before the employer implements the AI programs.

For those who may not have heard of it, this is a significant new law. Currently, approximately 83% of U.S. employers use some form of AI in their hiring processes. Most use them solely it to efficiently find the right candidates for their vacancies. But what this new legislation means is that AI programs not properly constructed and evaluated, can now be seen as programs that perpetuate unlawful discrimination – discrimination which is also punishable by fines.

Read the full article here