All Article Summaries
These article summaries are written by TAP staff members. TAP’s purpose for this section of the site is to present information, points of view, research, and debates.
As automation and globalization transform the labor market, the need for labor protection for racial minorities remains a concern. Emerging artificial intelligence (AI) systems may worsen labor inequalities.
Automated decision-making systems may facilitate bias. Job seekers lack access to the data and algorithms used by automated hiring systems, hindering plaintiff’s efforts to prove “disparate impact” discrimination under Title VII.
Automated hiring, including automated video interviews, raises concerns about employment discrimination and privacy. Workplace wellness programs and electronic workplace surveillance raise similar concerns.
Automated hiring systems are not well understood. Hiring platforms can use proxies for gender and race to facilitate and conceal discrimination. Antidiscrimination law is not designed to address these new issues.
Technological changes now enable employers to track the movement of employees inside and outside the workplace. The law has not changed to respond to this new type of surveillance. The loss of workers’ privacy is harmful in itself; worker privacy should be considered a civil right.