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EEOC: Artificial Intelligence (AI) and Title VII

​Employers can't rely on a vendor's assurances that its AI tool complies with Title VII of the Civil Rights Act of 1964. If the tool results in an adverse discriminatory impact, the employer may be held liable, the U.S. Equal Employment Opportunity Commission (EEOC) clarified in new technical assistance on May 18. The guidance explained the application of Title VII of the Civil Rights Act of 1964 to automated systems that incorporate artificial intelligence in a range of HR-related uses.

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EEOC Issues Guidance on Use of AI
SHRM | May 2023

EEOC Releases New Resource on Artificial Intelligence and Title VII
EEOC | May 2023

Law Firm Articles

We can all expect that AI either already is or will become a routine part of your recruiting and hiring, perhaps eventually even helping to manage performance. The use of AI is likely to help ease the administrative burden to screen applications and even conducting first interviews. But it is likely to also increase your risk for disparate impact claims.
Using AI to Help Hire May Seem Easy — Until the Legal Challenge Comes In
Foley | Jun 2023

The EEOC clarifies that a "selection procedure" is "any 'measure, combination of measures, or procedure,' that is used as a basis for an employment decision." In other words, the EEOC considers a selection procedure to encompass any and all decisions made by employers that affect an employee's position in the company, from the employee's application to their separation.
The Use of Artificial Intelligence in Employee Selection Procedures: Updated Guidance From the EEOC
Sheppard | Jun 2023

As the EEOC explains, the "four-fifths rule", also referred to as the disparate impact ratio, is a general, illustrative rule and may not always be appropriate, but can assist employers in determining whether a selection rate of one group is "substantially" different from the selection rate of another group.  According to the EEOC, a selection rate is considered substantially different if the ratio for one group is less than four-fifths (80%).
The EEOC Issues New Guidance on Use of Artificial Intelligence in Hiring
Bricker | Jun 2023

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Employers are more exposed to A.I.-related lawsuits in the workplace. Here’s how to protect your company
Fortune | Jun 2023


​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.