New York City Moves to Regulate How AI Is Used in Hiring

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New York City Moves to Regulate How AI Is Used in Hiring

Artificial intelligence (AI) practices in hiring have recently drawn a lot of questions and concerns regarding discrimination. Many fear that AI systems will perpetuate biases that already exist in human hiring processes. As a result, New York City has recently passed a bill regulating the use of AI in hiring.

The bill, called Local Law No. 76, prohibits employers from using AI to evaluate job candidates based on protected characteristics such as race, gender, religion, and sexual orientation. The law also requires employers to disclose to job candidates when AI is being used in the hiring process and provide an explanation of the AI’s role in the evaluation. Employers must also ensure that any AI system used in hiring is regularly audited for potential biases.

This is a step in the right direction in the conversation about AI’s use in hiring. However, the concerns surrounding biases in AI algorithms are not new, and regulating AI systems goes beyond just making sure the law is on our side.

AI bias can occur due to several reasons, including a lack of diversity in the data used to train algorithms, poor algorithmic design, or intentional manipulation of data. The consequences of such bias are severe, ranging from perpetuating institutional discrimination in hiring to missing out on highly qualified talent.

AI is supposed to help facilitate better decision making by analyzing relevant information. However, AI can never replace human judgement, which is why it’s crucial to ensure that the systems are accurate and bias-free.

Therefore, it’s a welcome development to see New York City regulators taking the step to ensure that AI is used ethically and doesn’t perpetuate historical biases prevalent in the human hiring process. However, local law No. 76 is only one small step in ensuring ethical AI use.

It’ important that organizations employ diverse teams during the development of AI systems, including people from underrepresented communities. Doing so ensures the AI algorithms, and associated analysis and decision-making lead to opportunities for all job seekers, regardless of any perceived biases. Moreover, it would ensure the ethical application of AI in areas other than hiring.

One possible issue with the regulation of AI is that the technology is advancing at a rapid rate. The hiring practices that exist today might become obsolete soon, and the same applies to AI systems. When enforcing regulations, we need to consider this factor, and we must ensure that our regulations remain relevant in the future.

AI regulation should not hinder innovation. Instead, it should favor robust research, development, and deployment aimed at ensuring AI is advantageous for everyone. The key here is to strike a balance between regulation and innovation.

In conclusion, we can expect regulations on AI technology to continue to be developed and expanded. Once we address the issue of biases in AI, we will see greater potential for innovation in AI use. By embracing AI and its potential, and enforcing regulations that ensure the protection of employee rights, we can create new opportunities for workers and businesses. By protecting the rights of workers and businesses, we can reduce discrimination and create a more fair employment system that impacts everyone, positively.