Artificial Intelligence Hiring Technology and Disability Discrimination

Abstract

Employers are increasingly using artificial intelligence (AI) technologies to make hiring decisions. These data driven tools, also referred to as predictive/algorithmic hiring or machine learning (ML), are used across the hiring pipeline to filter resumes, categorize applicants according to personality traits, and evaluate video interview performance. Since these software tools are trained on historical data, they will likely reflect the industry’s systemic biases, and there is a huge risk that employers will perpetuate discrimination against People with Disabilities by using these new technologies.