Artificial Intelligence (AI)2022-10-26T16:06:46+00:00
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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)

Acknowledgments 

Acknowledgments The PEAT team would like to thank the following companies[2] for their contributions to this report: Mentra Our Ability Inclusively Eightfold.ai [2] Reference to the four companies and their insights is for informational purposes only to demonstrate best practices. Such reference should not be interpreted as official endorsement of those entities, their ideas, products, or services by the U.S. Department of Labor.

Published: October 25th, 2022|Tags: , , |

Get Started!

Get Started! To attract skilled workers with disabilities, you must understand how AI is used in your hiring tools and ensure that it is used responsibly to make employment decisions. Using AI responsibly can bring new and talented individuals, with and without disabilities, to your organization. Learn More AI & Disability Inclusion Toolkit; Talent Acquisition Examples (PEAT) AIethicist.org Algorithmic Equity Toolkit (The American Civil Liberties Union) Bias Mitigation in Data Sets Designing Accessible Chatbots The Business Case for AI Ethics: Moving from Theory to Action (All Tech is [...]

Published: October 25th, 2022|Tags: , , |

PEAT Talks to the Experts

PEAT Talks to the Experts We spoke with experts from four companies[1] (“Technology Innovators”) that focus on inclusive hiring to help put your organization on the fast track to using AI equitably. Each company is based in the United States and is led by people with disabilities. These innovators shared insights and best practices learned over years of working with AI hiring tools and job candidates from underrepresented groups. We highlight five essential tips from these conversations. Read the Description of the Elements of Procuring & Tailoring AI Infographic [...]

Published: October 25th, 2022|Tags: , , |

Disability-Led Innovation

The Partnership on Employment & Accessible Technology (PEAT) created this resource to help you use artificial intelligence (AI) enabled hiring tools in inclusive ways. We spoke with experts from companies that focus on inclusive recruiting and are led by people with disabilities. Read on to learn how AI-enabled hiring tools can promote inclusion in your organization and help you recruit talented individuals from underrepresented groups.

Published: October 25th, 2022|Tags: , , |

Elements of Procuring & Tailoring AI Systems to Reduce Bias

Graphic description A circular graphic that shows the Elements of Procuring & Tailoring AI Systems to Reduce Bias. The graphic is meant to help company leadership understand the most inclusive ways to procure and tailor AI recruiting and hiring systems to reduce potential bias. The center of the circle reads ‘Elements of Procuring & Tailoring AI Systems to Reduce Bias,’ with an icon of a cog and connected data points. A concentric circle surrounding the center is broken into five wedges that highlight ways to reduce bias. Each wedge about reducing bias connects to [...]

Published: October 25th, 2022|Tags: , , |

Why AI-Enabled Hiring Tools Matter

The Partnership on Employment & Accessible Technology (PEAT) created this resource to help you use artificial intelligence (AI) enabled hiring tools in inclusive ways. We spoke with experts from companies that focus on inclusive recruiting and are led by people with disabilities. Read on to learn how AI-enabled hiring tools can promote inclusion in your organization and help you recruit talented individuals from underrepresented groups.

Published: September 27th, 2022|Tags: , , |

DEIA

Disability is a natural part of the human experience and a dimension of diversity that crosses all communities. People with disabilities are a highly diverse group with lived experiences that overlap. Gender, race, class, sexuality, age and religion are all examples of an individual’s interlocking identities.

Published: June 1st, 2022|Tags: , |

America’s Recovery: Powered by Inclusion

October is National Disability Employment Awareness Month (NDEAM). If you are a worker with a disability or an employer of someone who has a disability, you likely already know the unique considerations and often under-recognized benefits that stem from employing people with disabilities. According to Accenture, companies who hire people with disabilities earn 28% higher revenue, two times the net income, and 30% higher economic profit margins than their peers. […]

Published: October 25th, 2021|Tags: , |

Staffing for Equitable AI: Roles & Responsibilities

Start with a Model The Equitable AI Playbook encourages organizations to consider a hub-and-spoke model for their Equitable AI initiative. In a Hub-and-spoke model, a central group (“Hub”) is led by C-Level and establishes standards, processes, and policies.  “Spokes” are business unit or function teams that oversee execution of the policies and processes by implementation teams. This type of model has typically worked well for implementing other organization-wide priorities (e.g., privacy, security, and accessibility) and can enable collaboration among the following organizational components and roles. The existence and specific names of these components and roles [...]

Published: September 8th, 2021|Tags: , , |

Implementing AI-Enabled Assistant Tools to Make Workplaces More Inclusive

AI-enabled technologies are adding new ways to make a workplace more directly accessible to people with disabilities. The following tools are increasingly available as organization-wide subscriptions. They offer a wonderful opportunity to reduce the need for individual accommodation by making the workplace more directly accessible. It’s a best practice to offer such features to all employees, who can turn the technology on and off as needed. And while they offer many benefits, as with any AI-enabled technology these technologies must also be thoroughly evaluated for equitable use to avoid harms. Smart [...]

Published: July 9th, 2021|Tags: , , |

Interview Checklist for HR Professionals Using AI-enabled Tools

HR professionals using AI-enabled tools must ensure their assessment methodologies are ethical and accurately measure potential in candidates. Even after a technology has been vetted and procured, the way it’s used can affect how inclusive it is in practice. To ensure a level playing field, everyone involved in the recruiting process should understand and follow these ongoing actions. You can also read our Disability-Led Innovation Report to learn how to use AI-enabled hiring tools to advance inclusion in your recruiting process. Ensure the Team Understands the Process Algorithms from a third-party [...]

Published: July 8th, 2021|Tags: , |

The Challenge of Fairness Audits

Many vendors provide “fairness audits” that claim to be able to measure when bias is taking place and recommend course corrections. In practice, many of these tools have only considered race and gender as dimensions of diversity. And if they are considering disability, the methodology behind it is likely flawed. The 80/20 rule In 1978, the federal government adopted the Uniform Guidelines for Employee Selection Procedures to determine what constitutes a discriminatory employment test or personnel decision. It states “a selection rate for any race, sex, or ethnic group which is less than four-fifths (or [...]

Published: July 8th, 2021|Tags: , |

Developing Staff Trainings for Equitable AI

Staff training is an essential component of your Equitable AI professional development program. Like other elements of staff training on disability inclusion, putting these structures in place helps ensure all employees understand their organization’s vision, policies, initiative structure, and resources for implementing equitable AI. Developing a successful culture of inclusion requires that everyone an organization gain a basic understanding of these issues, and people in more technical roles will need specialized training. Some example training modules could include: Considering human diversity in AI: How to consider human diversity and equitable outcomes in AI not only [...]

Published: July 8th, 2021|Tags: , |

The Equitable AI Playbook

The Equitable AI Playbook is a blueprint that can help your organization foster inclusion as you procure, develop or implement artificial intelligence (AI) technologies in your workplace. Organizations are increasingly using AI to screen job candidates, streamline the application process, monitor employee actions, and provide employee training. However, AI technologies can often be unintentionally biased and produce unfair outcomes for different protected classes. This can increase the risk of bias and discrimination against job candidates and employees.

Published: June 14th, 2021|Tags: , , , |

Examples of Equitable AI

Below are examples of how AI tools can support job seekers and employees with disabilities, recruiters, and staff responsible for diversity, equity, and inclusion. Each example describes the value of applying Equitable AI Principles in the design and implementation of the AI Tool. Considerations that Apply to All Examples Before procuring and implementing AI tools, organizations should examine how they were designed, how they function, and how they support Equitable AI Principles. Some common considerations that apply to all examples include: Were people with disabilities involved in the design and development of the AI tool? Are [...]

Published: June 14th, 2021|Tags: , |

Business Case for Equitable AI

Adopting Equitable AI Principles can make your organization a better and more inclusive place to work. It’s a strategic opportunity for an employer to be seen as a leader and innovator in its field. We created the following guidelines to help organizations consider what can be included in your business case for Equitable AI. After reading these guidelines, refer to Play 1: Build an Equitable AI business case in our Equitable AI Playbook to learn valuable tips for building your own business case.

Published: June 14th, 2021|Tags: , |

AI Hiring Tools and the Law

The development of AI technologies is outpacing the evolution of regulations and standards that directly enforce the use of AI hiring tools. However, employers should proactively consider legal and equity concerns related to AI hiring tools before implementing these technologies in their organizations. Acting in accordance with existing guidance can put your organization on the right path as new standards unfold over time. This page provides brief highlights from legislation governing nondiscrimination in employment, which could have implications for the use of AI hiring tools. However, this is not a substitute for official federal guidance. [...]

Published: June 14th, 2021|Tags: , |

Civil Rights Principles for Hiring Assessment Technologies

In 2020, the Leadership Conference on Civil & Human Rights and other advocacy groups released Civil Rights Principles for Hiring Assessment Technologies. The Center for Democracy and Technology summarized these principles, with emphasis on the elevated risks based on disability, in the report Algorithm-driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination? They recommend the following framework for employers to consider to prevent or reduce the inequitable impact of algorithm-driven hiring tools. The following resource has been republished with the permission of the author, the Center for Democracy & Technology. Nondiscrimination Employers and [...]

Published: June 14th, 2021|Tags: , , |

The Problems with Personality Tests

Many AI tools assessing “personality” and “cultural fit” make big claims that they provide accurate identification of personality traits such as openness, conscientiousness, extroversion, emotional stability, adaptability, assertiveness, responsiveness, intensity, optimism, sociability, and grit. However, these assessments aren’t actually based on scientific methods. It is often unclear what these tests assess—and there is significant evidence that they work particularly poorly for underrepresented groups like people with disabilities. Do AI-enabled personality tests work? Personality tests—whether AI-enabled or not—use indirect measures to predict the success of an employee by attempting to identify personality traits in candidates and [...]

Published: June 14th, 2021|Tags: , |

How Good Candidates Get Screened Out

AI reflects the implicit biases of the people that design it. Models learning from biased training data may perpetuate historical bias against marginalized groups, such as people whose gender is non-binary, people of color, people with disabilities, or other minorities. Further, training data typically underrepresents marginalized groups. Because these groups include people with disabilities, mitigating bias against people with disabilities is a more complex problem than controlling for factors such as gender or race. Harvard researchers have found that bias exists even in algorithms developed with fairness in mind. How AI ranks candidates AI tools [...]

Published: June 14th, 2021|Tags: , , |

Risks of Bias and Discrimination in AI Hiring Tools

Disabilities are highly diverse and virtually impossible to analyze at scale Consider that half of disabilities are invisible, and only 39 percent of employees with disabilities disclose their disability to their managers, let alone an interviewer. Disabilities are also highly diverse, ranging from physical disabilities like mobility or blindness to cognitive and psychosocial disabilities. They are further diversified when considering intersectional lenses such as race, gender identity, and class. As a result, employers can’t use statistical auditing effectively to know if they are discriminating against people with disabilities. The data available on employees is usually [...]

Published: June 14th, 2021|Tags: , |

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Disability-Led Innovation Report

Learn how innovators with disabilities create AI-enabled hiring technologies that focus on inclusion and reduce bias.

Go to the Report

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AI & Disability Inclusion

Learn how your organization can use artificial intelligence (AI) in equitable ways and how to reduce bias in the technologies you use.

Go to the toolkit

human hand handshake with virtual handEquitable AI Playbook

Follow the 10 steps in this Playbook to foster inclusion as your organization procures, develops or implements artificial intelligence (AI) technologies.

Go to the playbook