Complying with New York’s AI Employment Law and Similar Regulations
View Debevoise In Depth
Key takeaways:
- A growing number of employers are turning to artificial intelligence (“AI”) tools to assist in recruiting and other employment decisions. To that end, New York City is one of the first jurisdictions to pass a law aimed at reducing bias in automated employment decisions, which becomes effective on January 1, 2023.
- In this Debevoise In Depth, we discuss the key requirements of the New York City AI law, the growing scrutiny of AI-based hiring tools in other jurisdictions, and practical steps companies can consider taking to reduce their legal and regulatory risks related to their use of these automated tools, including (1) identifying which models, algorithms or other tools are subject to the New York City AI law and other similar laws;
(2) considering whether to leverage a vendor’s bias audit(s) of the tool;
(3) determining what other testing and evaluation steps should be included in the bias audit; and
(4) evaluating what sort of accommodation or alternative selection processes should be given to candidates or employees. . . continue reading on the Debevoise Data Blog here.