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)
Employers are adopting new surveillance technologies to monitor and rank how employees move and behave on the job. However, this trend may create barriers for workers with disabilities and other underrepresented groups, undermining Diversity, Equity, Inclusion, and Accessibility (DEIA) goals. Surveillance technologies can result in negative workplace cultures and even cause legal issues for the employers who use them.
Bill Curtis-Davidson, PEAT’s Co-director, and Chris Wood, Executive Director and Co-Founder of LGBT Tech and Chair of the FCC Communications Equity and Diversity Council share personal experiences and insights to mark National Disability Employment Awareness Month (NDEAM) and LGBTQ+ History Month. Bill and Chris talk about the importance of digital equity, share tips for LGBTQ+ leaders in the workplace, and more. Warning: This episode briefly mentions threats of violence and suicide. […]
Guidance to help your organization procure and implement inclusive artificial intelligence (AI) hiring technologies.
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 [...]
PEAT Talks to the Experts We spoke with experts from four companies (“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 [...]
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.