Update: New EEOC Guidance Clarifies Employer Responsibility for Discrimination in AI Employment Tools
Employers are increasingly utilizing artificial intelligence (AI) tools supplied by third-party vendors. Recently, the Equal Employment Opportunity Commission (EEOC) provided guidance indicating that, in its view, employers are generally liable for the outcomes of using selection tools to make employment decisions.
Listen to learn about the EEOC's new technical guidance titled, "Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964," and how the EEOC understands Title VII to apply to the use of algorithmic decision-making tools in employment decisions.
Print and share
Contributors
Notice
Before proceeding, please note: If you are not a current client of Perkins Coie, please do not include any information in this e-mail that you or someone else considers to be of a confidential or secret nature. Perkins Coie has no duty to keep confidential any of the information you provide. Neither the transmission nor receipt of your information is considered a request for legal advice, securing or retaining a lawyer. An attorney-client relationship with Perkins Coie or any lawyer at Perkins Coie is not established until and unless Perkins Coie agrees to such a relationship as memorialized in a separate writing.
Explore more in
Workplace Rules
Hosted by Perkins Coie’s Labor & Employment lawyers, Workplace Rules offers engaging discussions with in-house professionals, outside counsel, and leading experts on current labor and employment law topics, including regulatory changes and trends in litigation.