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 [...]

2022-03-09T16:10:10+00:00Published: 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 [...]

2022-05-02T18:26:04+00:00Published: July 9th, 2021|Tags: , , |

Play 5: Create a formal policy

In order to bring your Equitable AI vision to life and create an enforceable, internal mandate for change, your organization should create and publish a formal Equitable AI Policy.  The policy should be communicated internally, and organizations could consider publishing an appropriate version externally. The policy will provide a set of consistent rules or guidelines [...]

2022-03-09T15:56:00+00:00Published: June 14th, 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.

2022-06-01T15:38:00+00:00Published: 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 [...]

2022-03-07T20:45:52+00:00Published: 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 [...]

2022-03-07T20:41:32+00:00Published: June 14th, 2021|Tags: , , |