For decades, companies have harnessed the power of artificial intelligence (AI) in various business applications. However, the more recent utilization of AI tools in employment decisions has intensified, igniting concerns about bias and discrimination against job applicants and employees.
Since decisions made by AI are only as good as the algorithms and data they rely on, decision-making may be influenced by biases inherent in the algorithms and data used to generate the results. Sometimes this results in disparate or adverse impacts on protected groups.
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