On Demand Webinar

The EEOC recently announced information concerning AI, titled “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964”. HR professionals play a critical role in ensuring fair and unbiased employment practices. This training will provide you with a comprehensive understanding of the EEOC AI Guidance and its application in assessing adverse impact in algorithmic decision-making tools.

Learning Objectives Covered During This Session:

• Understanding the Application of Title VII in Algorithmic Decision-Making
• Overview of the concepts of "disparate impact/ adverse impact" under Title VII
• How algorithmic decision-making tools can be considered "selection procedures"
• Assessing adverse impact in algorithmic decision-making tools: Comparing traditional selection procedures and algorithmic tools
• Evaluating the Adverse Impact of Algorithmic Decision-Making Tools
• Applying the four-fifths rule to assess substantial differences in selection rates
• Responsibilities of employers in assessing and addressing adverse impact
• Evaluating the job-relatedness and business necessity of algorithmic decision-making tools
• Exploring alternatives to reduce or eliminate adverse impact
• Employer Liability and Vendor Relationships
• Employer responsibility & liability for discriminatory outcomes caused by third-party software vendors
• Questions employers should ask software vendors to ensure compliance with Title VII
• Best Practices and Self-Analysis
• Conducting self-analyses to identify adverse impact and discriminatory practices
• Proactive measures to reduce adverse impact, avoid liability, promote fairness, diversity and inclusion in hiring practices  

By attending this training, you will:

• Gain insights into the legal framework of Title VII and its implications for algorithmic decision-making
• Learn how to evaluate and address adverse impact in software, algorithms, and artificial intelligence used in employment selection procedures
• Understand the potential liabilities associated with the use of algorithmic tools developed by third-party vendors
• Acquire best practices for conducting self-analyses, promoting diversity, and reducing adverse impact in hiring practices
• Stay informed about the latest guidance from the EEOC and ensure compliance with federal EEO laws 

Note: The information provided in this training is intended to clarify existing legal requirements and provide guidance. It does not have the force of law but aims to enhance understanding of Title VII and its application to algorithmic decision-making tools. The EEOC evaluates specific cases based on individual circumstances and applicable legal principles.