Business and HR leaders curious about ethical applications of AI in HR won’t want to miss this episode of The New Talent Code.

Eightfold welcomes Keith Sonderling, Commissioner of the Equal Employment Opportunity Commission (EEOC), to discuss his co-authored proposal arguing for a deregulatory approach to AI recently published in the University of Miami’s Law Review.

In this episode, Sonderling shares that the ultimate mission of the EEOC is to prevent and remedy unlawful employment discrimination and to advance equal opportunity for all in the workplace. That’s why ensuring AI and other workplace technologies are designed and deployed to comply with existing civil rights law is a top priority.

Sonderling says that it’s no longer a choice for companies to use HR technology in operations, given the modern labor market demands and HR trends. Instead of asking if they should use AI in HR, talent leaders should ask themselves how they plan to use the technology and how longstanding civil rights laws are integrated into its adoption.

In fact, AI can help organizations become more compliant and transparent.

Here’s how:

• If the EEOC is investigating a workplace for discrimination, AI can make the process easier, faster, and more transparent by generating a record that might be otherwise difficult or impossible to produce.
• Determining whether AI further contributes to discrimination requires organizations to consider for what purpose they will use it.
• Regardless of the use of AI, employers should always look for discriminatory uses and outcomes.