I saw a story about an AI manager at a San Francisco store recommending that an employee be fired. The employee had been late 17 times in 23 shifts, so I’m not going to pretend the attendance problem wasn’t real. A human manager probably should’ve dealt with it long before the AI did. What caught…
There’s something interesting about a company being able to tell the public it tests its artificial intelligence for discrimination, while the results of certain tests remain protected from disclosure in a lawsuit alleging that the technology discriminates. That’s the situation in the ongoing case against Workday, whose automated hiring software can determine which applicants ever…
The lawsuit against Workday began as a challenge to software that can determine which job applicants ever reach a human recruiter. Now, the case is expanding beyond its original allegations of race, age, and disability discrimination to include claims involving sex discrimination and California employment law. On March 6, U.S. District Judge Rita F. Lin…
Software can do a lot more than organize job applications. It can decide which applications anybody bothers looking at, and that’s the part of Mobley v. Workday I find more interesting than the AI label. Derek Mobley and other applicants allege that Workday’s hiring technology scored, sorted, ranked or screened applicants in ways that discriminated…