Under the new NYC law, companies must conduct yearly independent audits on bias and inform job candidates before utilizing an automated employment decision tool
As more and more companies are adopting AI tools for hiring, New York City came out with a law yesterday that will require companies operating there to provide evidence that their hiring software is free from race, gender or ethnicity bias.
The first-of-its-kind law aims to address concerns about algorithmic discrimination in the recruitment process.
Under this new law, companies must conduct yearly independent audits on bias, and inform job candidates in NYC if they are using AI. The applicants can also request information on what data is being collected.
The new rule targets automatic employment decision tools (AEDTs) that utilize machine learning or artificial intelligence to aid employers in candidate selection.
The move is expected to promote equal opportunities for all seeking employment in the city’s corporate landscape. Businesses that refuse to comply will face a fine of $1,500 per violation a day.
Meanwhile, AI chatbots will soon start teaching
Harvard University has unveiled its plan to integrate AI chatbots into its curriculum, highlighting the institution’s eagerness to embrace artificial intelligence as a teaching tool.
These advanced bots will assist students in identifying coding errors, provide answers to queries, offer feedback and facilitate a deeper understanding of the coding process.