The article focuses on the use of Artificial Intelligence (A.I.) in the hiring process and its potential discriminatory effects. It discusses the increasing use of A.I. in hiring, its potential for bias and discrimination, and the historical context of Title VII of the Civil Rights Act and disparate impact claims. It also suggests updating the Uniform Guidelines on Employee Selection Procedures (UGESP) to address discrimination in A.I. hiring processes.
"Do You Even Know Me?: A.I. and It's Discriminatory Effects in the Hiring Process,"
Hofstra Law Review: Vol. 51:
4, Article 8.
Available at: https://scholarlycommons.law.hofstra.edu/hlr/vol51/iss4/8