The law has always been a deeply human affair: attorneys arguing, judges deliberating, juries weighing credibility, precedent, and plain old common sense. But now, something new has entered the courtroom - and it doesn't bill by the hour or even need a coffee break. Artificial intelligence (AI) has arrived, and it's quietly moving closer to the bench. AI is no longer just lurking in the background.
Business leaders have been incorporating Artificial Intelligence into their hiring strategies, promising streamlined and fair processes. But is this really the case? Is it possible that the current use of AI in candidate sourcing, screening, and interviewing is not eliminating but actually perpetuating biases? And if that's what's really happening, how can we turn this situation around and reduce bias in AI-powered hiring?
The act will be a first-of-its-kind as it places significant restrictions on the use of AI in the workplace. This will require businesses to take a closer look at their AI systems, including regular audits, and to ensure they are using these systems transparently and in compliance with state regulations.