Artificial Intelligence (AI)
The use of artificial intelligence (AI) and automated technologies is changing workplaces. Although data analytics and automation are not new, AI technology has advanced rapidly in recent years alongside innovations in algorithms, data volume, and computing power. AI-powered platforms are now used to screen job applicants, streamline the application process, and provide on-the-job training. AI is also powering exciting innovations in assistive technology for people with disabilities. While AI holds tremendous potential for both employers and employees to make workplaces more inclusive, it also carries risks for people with disabilities related to privacy, ethics, and bias.
What is Artificial Intelligence?
Artificial intelligence refers to the use of computer systems to perform tasks that traditionally require human intelligence and senses. AI “learns” through the use of statistical techniques that allow it to incrementally improve performance on a task. This process of “machine learning” allows the machine to generate rules and predictions on its own by analyzing large quantities of raw data, rather than being explicitly programed.
AI can process lots of information by enabling advanced data analysis and pattern-finding in large, complex data sets. It is also used to automate low-level, repetitive tasks and make complex tasks more efficient.
How Voice & Conversational A.I. are Helping Workers With Disabilities
PEAT’s Bill Curtis Davidson, John Robinson of Our Ability, and Guy Tonye of Zammo discuss the potential of AI to support success for people with disabilities in the workplace — and how industry can leverage the creativity, skills, and experiences of PWDs to design more usable future workplace tech.
Original air date: October 30, 2020
Making AI Inclusive for Hiring and HR
This session from the 2020 “A Future Date” conference explores the risks of bias and discrimination of using AI-enabled hiring technologies, and potential strategies to create technology that understands, recognizes, and serves diversity.
Speakers: Corinne Weible, PEAT, Jutta Treviranus, Inclusive Design Research Centre, and Nathan Cunningham, Office of Disability Employment Policy (ODEP)
On April 17, 2023, we hosted a virtual Think Tank on the use of artificial intelligence (AI) tools in hiring. The goal of this Think Tank was to begin creating an Inclusive Hiring Profile based on the National Institute of Standards and Technology (NIST) AI Risk Management Framework (AI RMF). […]
Executive Summary About the Think Tank On April 17, 2023, the Partnership on Employment & Accessible Technology (PEAT) hosted a virtual Think Tank on the use of artificial intelligence (AI) tools in hiring. The goal of this Think Tank was to begin creating an Inclusive Hiring Profile (“Profile”) based on the National Institute of Standards and Technology (NIST) AI Risk Management Framework (AI RMF). Once completed, this Profile will serve as a policy framework that organizations can use to ensure fairness in their use of AI hiring tools. The event brought together leaders from the [...]
Noble Ackerson, Director of Product for AIML with Ventera Corporation and President of the CyberXR Coalition, discusses the need for diverse and inclusive extended reality (XR) and shares his perspective on artificial intelligence (AI) ethics. He also gives guidance on AI-enabled hiring tools and bias mitigation. […]
Overview In January 2023, the National Institute of Standards and Technology (NIST) published the highly anticipated Artificial Intelligence Risk Management Framework (AI RMF 1.0) and companion NIST AI RMF Playbook. Together, these resources establish voluntary national standards to address risks in the development and use of AI products and services. Some of these risks relate to the use of AI in the employment context, and if you follow our work here at PEAT, you know we are focused on ensuring that AI creates inclusive workplaces for people with disabilities and bias is reduced or mitigated whenever possible, especially in automated [...]
Does your organization use artificial intelligence (AI) in your hiring process? If your organization uses tools to automate tasks, such as sorting through lists of skills on resumes or for something more complex such as tracking eye gaze during virtual interviews, then the tools are likely powered by AI. If you use AI in any stage of the hiring process, you need to make sure the technology increases inclusion and reduces bias against all candidates, including those with disabilities. To learn more about inclusive AI, you can read PEAT’s Disability-Led Innovation Report, which includes a checklist [...]
Learn how innovators with disabilities create AI-enabled hiring technologies that focus on inclusion and reduce bias.
Learn how your organization can use artificial intelligence (AI) in equitable ways and how to reduce bias in the technologies you use.
Follow the 10 steps in this Playbook to foster inclusion as your organization procures, develops or implements artificial intelligence (AI) technologies.