Overview:
There are current Regulatory guidelines that may require Employers to ensure their tools meet regulatory mandates. For example, many HR AI tools have been confirmed to have gender and race biases, while other tools have other types of workplace biases, which is a violation of the Civil Rights Act of 1964.
There are many types of AI concerns about discriminatory practices against protected classes during recruitment, hiring, performance reviews, and promotions. Screening Resumes tools have been targeted by federal regulatory agencies as one of the top compliance concerns, yet many companies use these vendors without requesting audit and risk assessment confirmation.
We are not only speaking about the Equal Employment Opportunity Commission (EEOC), which provides guidance for Employers on AI risk assessment, but we are speaking of the other federal regulatory agencies like the Federal Trade Commission (FTC), Consumer Financial Protection Bureau (CFPB), and Department of Justice (DOJ), which have some focus on AI.
But more forceful has been in the state landscape. With California, New York, Illinois, and Colorado forcing Employers to create and confirm an audit of their internal AI tools and vendors they use for HR AI tools. It is no longer "we didn't know" that saves Employers from compliance requirements. Ignorance is no excuse for non-compliance.
Why you should Attend:
Many HR professionals or those who are responsible for recruitment, hiring, training, and performance reviews are at risk from the AI tools they use. In fact, there is litigation happening in the legal landscape for these tools that are a huge risk of violating federal or state regulations. The guardrails of AI use. Learn in this training what the most risky tools are that you may be using. You will learn by examples, resources, and graphics what the best practice is when using AI tools. Learn also what current litigation cases should be a guide for Employers to avoid violations
Areas Covered in the Session:
- Learn what AI tools are on the risk list due to their biases
- Learn what resume screening vendors have been put on notice for their applicant biases
- Learn what states have the most rigid AI regulations
- Learn what the current administration has just done to scale back AI requirements in states
- Learn how bias is measured and determined, and it should be a guide to proper AI use
- Learn if you are currently using AI tools that have legal concerns
- Learn how video interviews and facial recognition tools are major violators of the ADA
- Learn how employer-based wellness and mental health wearable technology, like EKG tests, Fitness Tracking, and burnout tracking, can be a risk to privacy and after-work activities
- Learn the Risk and Mitigation process for many of the AI tools being offered by vendors
Who Will Benefit:
- All Employers
- Business Owners
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers/Supervisors