The Department of Labor (DOL) has issued guidance on the use of artificial intelligence (AI) by employers, aiming to ensure that these technologies are implemented responsibly and fairly in the workplace.
DOL announced the publication of an AI & Inclusive Hiring Framework which identifies focus areas for employers to consider when using AI recruiting and hiring tools to minimize the risk of discrimination.
DOL Issues Framework for AI Recruiting and Hiring Tools
It was developed by the Partnership on Employment & Accessible Technology (PEAT), an organization funded by the DOL’s Office of Disability Employment Policy. The PEAT entity aims at developing and influencing disability employment-related policies and practices. PEAT’s guide is based on the National Institute of Standards and Technology’s AI Risk Management Framework which supports AI governance by identifying, measuring, and managing discrimatory threats.
Here are some key points from the guidance:
- Transparency and Disclosure: Employers should be transparent about the use of AI in hiring, performance evaluations, and other decision-making processes. Employees and job applicants should be informed when AI tools are being used and how their data is being processed.
- Bias and Discrimination: The guidance emphasizes the importance of using AI tools that are free from bias and do not discriminate against any group. Employers are encouraged to regularly audit their AI systems to identify and mitigate any potential biases.
- Data Privacy and Security: Protecting the privacy and security of employee and applicant data is paramount. Employers must ensure that AI systems comply with data protection laws and best practices, safeguarding personal information from unauthorized access and misuse.
- Accountability and Oversight: Employers should establish clear accountability and oversight mechanisms for AI systems. This includes designating responsible individuals or teams to monitor AI usage and address any issues that arise.
- Training and Support: Providing training for both employees and management on how AI tools work and their implications is crucial. This helps foster a better understanding of AI technologies and their impact on workplace dynamics.
- Continuous Evaluation and Improvement: AI systems should be continually evaluated and updated to ensure they remain effective, ethical, and compliant with regulations. Employers should be proactive in seeking feedback and making necessary adjustments.
These guidelines serve as a framework to help employers integrate AI technologies in a manner that is ethical, fair, and beneficial to both the organization and its workforce.
THEÂ CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
