Artificial Intelligence: Avoiding Inherent Discrimination Risks

AI, the EEOC, and State Rules on Non-Discrimination

In this 75-minute interactive online training, you will learn:

How to ensure use of AI software does not include discriminatory bias
How to implement AI best practices that prevent discrimination
Using AI hiring tools through a vendor? Here's what guarantees you need

Utilizing AI? Know the Risks

While artificial intelligence provides numerous benefits, HR professionals must know the risks associated with the software. When software can monitor employee keystrokes, scan facial expressions during interviews to determine trustworthiness, and utilize chatbots to reject applicants who do not meet specific requirements, discrimination risks escalate. Learn from comparable situations and precedents to make smart decisions moving forward.

Learn what actions have been filed against employers who are alleged to have gone too far, resulting in claims of discrimination. In the first EEOC AI case, a company used AI to screen applicants, resulting in 200 older workers not making the cut. The company will now pay hundreds of thousands of dollars to settle. More lawsuits are brewing.

Almost all government entities are getting in on the act and issuing guidelines relating to AI to prevent discrimination. Some, like NYC, make employers prove they audited AI programs for hidden bias. Find out what states are getting involved, and why ChatGPT guidelines may be next.

Agenda for Artificial Intelligence

Why EEOC guidance means employers may be responsible for any discriminatory bias — even unintended and hidden — in the AI software they use.
How the White House AI Bill of Rights protects against discrimination and data privacy, and why you need to comply.
Learn how employers can legally deploy AI in hiring, promotion, and evaluation legally.
How to implement best practices regarding AI, including regular bias audits.
How the New York City rule that calls for a bias audit within one year of use of an AI tool affects your company.
Why legislative efforts, such as a bill introduced in the Senate, could factor into your decisions to use AI.
Lessons from the first EEOC AI settlement.

Interactive Q&A time included

Shira and Lily will be available to answer questions about best practices in this evolving space.

Shira R. Yoshor, shareholder at GreenbergTraurig, partners with management to navigate all sorts of workplace issues, from the boardroom to the courtroom. She drafts and enforces employment agreements, handbooks and policies, and investigates and litigates discrimination and retaliation claims, restrictive covenants, and employment contracts. She focuses on practical, timely advice geared to the needs of the business.

Shira R. Yoshor GreenbergTraurig

Lily McNulty is a trusted advisor to companies of all sizes in the areas of employment law and labor relations. She provides practical advice, with a deep knowledge of federal, state, and local employment laws. She counsels numerous clients related to AI and privacy employment issues in the workplace, HR compliance initiatives, and corporate transactions.

Lily McNulty GreenbergTraurig

Professional Certification Credit Hours Included With This Webinar

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

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