Artificial Intelligence (AI) has revolutionized various industries, including human resources. AI-powered hiring systems promise efficiency, objectivity and cost effectiveness.
However, there are concerns about the potential for discrimination in the hiring process when AI is used. Learn more about the potential discrimination-related issues of using AI in the hiring process here.
Data bias
AI algorithms use historical data to learn and make decisions. If the training data used to develop these algorithms contains biases regarding gender, race or age, the AI system may use or even increase these biases. If this happens, qualified candidates from underrepresented groups may be unfairly excluded from consideration.
Lack of transparency
AI algorithms often work as “black boxes.” This makes it difficult to understand how decisions are made. Without transparency, it becomes challenging to identify discriminatory biases in the hiring process. This lack of accountability can increase discrimination issues and make it almost impossible to address them.
Limited contextual understanding
AI systems may struggle to comprehend the complexities of human behavior and communication. For example, language models trained on biased information may misinterpret certain phrases or cultural references. This can lead to unfair evaluations. This lack of contextual understanding can result in discriminatory outcomes, especially for candidates from diverse backgrounds.
Inadequate representation
If teams of similar individuals develop AI algorithms, they may reflect the biases of those creators. This can lead to discriminatory algorithms that do not consider diverse candidates’ experiences and qualifications. This leads to an increase in the representation gap.
If AI was used in the hiring process for a job you applied for and you believe you were discriminated against, you have legal options. Knowing your rights and acting on them are important to protect yourself and others.
