Explore the accessibility considerations of using artificial intelligence to screen job applicants.
Today, the use of artificial intelligence (AI) in the workplace is increasingly commonplace, including to screen applicants, streamline the application process, provide on-the-job training, disseminate information to employees and enable workers to become more productive.
At the same time, corporate commitment to workplace diversity and inclusion is growing, based on the principle that a more diverse and inclusive workforce results in a more effective and innovative organization. As part of this movement, companies are also increasingly recognizing that their diversity and inclusion efforts must include individuals with disabilities.
This confluence of developments is prompting some employees to consider how AI can facilitate workforce diversity and inclusion and take steps to ensure that it does not inadvertently hinder their efforts to recruit, hire, retain and advance people with disabilities.
To explore this issue further, EARN developed a policy brief providing a roadmap for businesses interested in designing, procuring, and using AI to benefit, and not discriminate against, qualified individuals with disabilities. This policy brief provides an overview of the policy framework impacting use of AI; a discussion of the challenges and opportunities regarding use of AI in recruiting, hiring and provision of reasonable accommodations; guiding principles; best, promising and emerging practices; and resources to assist in learning more about the issue.