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EEOC Issues Nonbinding Guidance on Permissible Employer Use of Artificial Intelligence to Avoid Adverse Impact Liability Under Title VII | K&L Gates LLP

On 18 May 2023, the US Equal Employment Opportunity Commission (EEOC) issued nonbinding guidance on how existing federal anti-discrimination law may apply to employersโ€™ use of...
United States Kl Gates Consumer Financial Protection Bureau Us Department Of Justice Duke Power Co Us Equal Employment Opportunity Commission

EEOC Issues Nonbinding Guidance On Permissible Employer Use Of Artificial Intelligence To Avoid Adverse Impact Liability Under Title VII - Discrimination, Disability & Sexual Harassment

On 18 May 2023, the EEOC issued nonbinding guidance on how existing federal anti-discrimination law may apply to employers' use of artificial intelligence when hiring, firing, or promoting employees (the EEOC AI Disparate Impact Guidance).
United States Financial Protection Bureau Us Equal Employment Opportunity Commission Department Of Justice Duke Power Co Employment Opportunity Commission
Source: mondaq.com

EEOC AI Disparate Impact Guidance to Avoid Title VII Lawsuits

EEOC Equal Employment Opportunity Commission May 2023 EEOC AI Artificial Intelligence Disparate Impact Guidance assist employers when using AI for selection procedures hiring avoid disparately impacting protected groups under Title VII. AI employment selection tool disparate impact
United States Consumer Financial Protection Bureau Duke Power Co Us Equal Employment Opportunity Commission Us Department Of Justice Workplace Safety

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