“These are things we really should know as members of the public and just as people. All of us are going to apply for jobs at some point.”
used by employers in hiring or promotion. The law, the first of its kind in the nation, requires employers to bring in outsiders to assess whether an algorithm exhibits bias based on sex, race, or ethnicity.
Julia Stoyanovich, an associate professor at New York University who served on the New York City Automated Decision Systems Task Force, says she and students recently examined a hiring tool and found it assigned people different personality scores based on the software program with which they created their résumé.
A forthcoming report by the Algorithmic Justice League , a private nonprofit, recommends requiring disclosure when an AI model is used and creating a public repository of incidents where AI caused harm. The repository could help auditors spot potential problems with algorithms, and help regulators investigate or fine repeat offenders. AJL founder Joy Buolamwini coauthored anthat found facial-recognition algorithms work best on white men and worst on women with dark skin.
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