Discrimination in Automated Hiring and Employment Tools Using AI

Discrimination in Data and Artificial Intelligence

If you’ve been turned down for a job or promotion after completing a “virtual interview” with a computer-based hiring program, “neuroscience” games, or another machine- or computer-based assessment, we would like to hear from you. 

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Companies are increasingly using so-called predictive hiring tools and machine-based algorithms to make hiring and promotion decisions. For example, employers may use virtual interviews that incorporate pre-recorded questions, game-based assessments, or online personality tests. Although such technologies may make the hiring and promotions process simpler or more cost-effective for employers, they also raise concerns about the potential for bias.

Our firm is investigating how these new hiring tools may unlawfully discriminate based on applicants’ race, age, sex, disability, or other characteristics that are protected under federal, state, and local laws. If you believe that you were unfairly disqualified from a job or a promotion because of an assessment that uses artificial intelligence or data-based hiring algorithms, please contact us.


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