Explore the accessibility considerations of using artificial intelligence in the workplace.
Today, the use of artificial intelligence (AI) is increasingly commonplace, including to screen job applicants, streamline the hiring process, provide on-the-job training, disseminate information to employees and improve productivity.
At the same time, corporate commitment to workplace diversity, equity, inclusion and accessibility (DEIA) is growing, based on the understanding that a more diverse and inclusive workforce results in a more effective and innovative organization. As part of this effort, companies are also increasingly recognizing that their DEIA policies and plans must include people with disabilities. This focus on workforce inclusion of people with disabilities is prompting some employers to consider how AI can facilitate, and not inadvertently hinder, their ability to recruit, hire, retain and advance employees with disabilities.
EARN's guide “Artificial Intelligence and Facilitation of Employment Opportunities for People with Disabilities” provides a roadmap for businesses interested in designing, procuring and using AI to benefit, and not discriminate against, candidates and employees with disabilities. This policy brief provides:
- An overview of the policy framework regarding equitable use of AI in the workplace, including guiding principles
- An exploration of the challenges and opportunities related to using AI for recruiting, hiring and providing reasonable accommodations
- Best, promising and emerging practices
- Resources to learn more about the issue
The Partnership on Employment & Accessible Technology's (PEAT) AI and Disability Inclusion Toolkit explores how the use of AI can impact employment of people with disabilities. It includes information on the use of AI in the workplace, risks of using AI-based hiring tools, the “business case” for equitable AI and resources on AI and disability inclusion. To learn more, read PEAT's Equitable AI Playbook.