Thank you to all our witnesses for being with us today for this important discussion. So thank you so much Chair Burrows for that introduction. You may begin with your remarks now, Vice Chair. And I just want to avoid that moving forward. If we could have the Vice Chair quickly do a test as we are experiencing some echo. WONG: And if we may, Chair Burrows - Mark here. I turn now to Vice Chair Samuels for her opening statement. With those goals in mind, expanding public awareness and ensuring compliance with our civil rights laws, I look forward to today's testimony. Simply put, there's no exception under the civil rights laws for high-tech discrimination. The second goal is to ensure that the EEOC continues to do its part from educating employers, vendors, unions, and workers to bring enforcement actions when necessary to address violations. The stakes are simply too high to leave this topic just to the experts. AI and other algorithmic decision making tools offer potential for great advances, but they also may perpetuate or create discriminatory barriers, including in employment. Everyone should understand and contribute to a public debate over these technologies. First, to raise awareness about the promise, but also the risks of AI employment. In recent surveys of its members of the Society for Human Resource Management found that nearly one in four medium sized employers uses automation or AI in their hiring process. Increasingly, automated systems are used in all aspects of employment, from recruiting, interviewing, and hiring, to evaluations, promotions, among many others.īy some estimates, as many as 83 percent of employers and up to 99 percent of Fortune 500 companies now use some form of automated tool to screen or rank candidates for hire. As a society, we must ensure that new technologies are used in ways that reflect the basic values that throughout our history have helped make America better, stronger, and fairer.Īs the title of today's hearing suggests, rapid adoption of AI and other automated systems has truly opened a new frontier in the effort to protect civil rights. One of this nation's greatest strengths is our commitment to the principles of fairness, justice, and equality. Each member of the Commission will have three minutes for opening statements. And I have the truly unenviable task of keeping us all on track. We're honored to have a dozen truly expert witnesses with us today, which means that we'll need to be mindful of the time throughout the proceedings. Although this hearing is open to the public, remarks and questions will not be taken from the audience. We'll begin with opening statements from each member of the Commission, followed by witness testimony and questions from the Commission. As the presiding officer, I am responsible for regulating the course of this hearing. The recording and the transcript, as well as the biographies and written testimonies of our esteemed witnesses, will be posted on the EEOC's website following the hearing. The hearing is being recorded, and a verbatim transcript will be made of today's proceedings. Before we begin, I will briefly explain the procedures for today's hearing. Please visit our website, for details on this service.Īnd I'd like to extend a very warm welcome and sincere thanks to each of the witnesses for your thoughtful written testimony and for joining this important discussion today. This hearing is being held in accordance with the requirements of the Sunshine Act, and thus is open to the public. Then in 2001 - I'm sorry, 2021, we launched an AI Algorithmic Fairness Initiative, in which the EEOC has engaged stakeholders through the listening sessions to identify key issues, build our internal capacity through training, and issue technical assistance. The Commission has been examining these issues since at least 2016 when we first held our first big hearing on big data and employment decision-making. Introduction of Witnesses by Chair BurrowsĬHAIR BURROWS: Good morning and welcome to today's public hearing of the US Equal Employment Opportunity Commission, which will focus on navigating employment discrimination in automated systems, including systems using artificial intelligence, or AI. IFEOMA AJUNWA, Associate Professor of Law, University of North Carolina School of LawĪLEX ENGLER, Fellow, Brookings Institution and Adjunct Professor, Georgetown University HEATHER TINSLEY-FIX, Senior Advisor, Financial Resilience, AARP MATTHEW SCHERER, Senior Policy Counsel for Workers' Rights and Technology, Center for GARY FRIEDMAN, Senior Partner, Employment Litigation Practice Group, Weil, Gotshal & Manges LLPĪDAM KLEIN, Managing Partner, Outten & Golden
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