{"id":5427,"date":"2023-06-01T11:50:47","date_gmt":"2023-06-01T15:50:47","guid":{"rendered":"https:\/\/www.lindabury.com\/firm\/?p=5427"},"modified":"2025-02-05T10:40:16","modified_gmt":"2025-02-05T15:40:16","slug":"eeoc-issues-guidance-highlighting-the-risks-to-employers-using-ai-in-employment-selection-procedures","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/eeoc-issues-guidance-highlighting-the-risks-to-employers-using-ai-in-employment-selection-procedures.html","title":{"rendered":"EEOC Issues Guidance Highlighting the Risks to Employers Using AI In Employment Selection Procedures"},"content":{"rendered":"<p><strong>BACKGROUND<\/strong><\/p>\n<p>Title VII prohibits employers from using neutral selection procedures that disproportionately exclude individuals on the basis of race, color, religion, sex or national origin <em>unless <\/em>the employer can show the procedures are \u201cjob related for the position in question and consistent with business necessity.\u201d\u00a0\u00a0 In 1978, the U.S. Equal Opportunity Commission (EEOC) adopted Uniform Guidelines on Employee Selection Procedures providing guidance for employers to determine whether selection procedures commonly used in making employment decisions ran afoul of Title VII\u2019s protections.<\/p>\n<p>In response to the increased use of algorithmic decision-making tools (commonly referred to as artificial intelligence or \u201cAI\u201d) to assist in making a wide array of employment decisions, in May 2023, the EEOC issued new guidance entitled \u201cAssessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964.\u201d \u00a0While the EEOC\u2019s guidance does not have the force of law and is not binding upon employers, it serves as a warning that the EEOC will be monitoring AI use to ensure that these decision-making tools do not adversely impact protected groups in violation of Title VII.<\/p>\n<div class=\"read_more_link\"><a href=\"https:\/\/www.lindabury.com\/firm\/insights\/eeoc-issues-guidance-highlighting-the-risks-to-employers-using-ai-in-employment-selection-procedures.html\"  title=\"Continue Reading EEOC Issues Guidance Highlighting the Risks to Employers Using AI In Employment Selection Procedures\" class=\"more-link\">Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>BACKGROUND Title VII prohibits employers from using neutral selection procedures that disproportionately exclude individuals on the basis of race, color, religion, sex or national origin unless the employer can show the procedures are \u201cjob related for the position in question and consistent with business necessity.\u201d\u00a0\u00a0 In 1978, the U.S. Equal Opportunity Commission (EEOC) adopted Uniform [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,247],"tags":[],"coauthors":[139],"class_list":["post-5427","post","type-post","status-publish","format-standard","hentry","category-insights","category-labor-employment-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>EEOC Issues Guidance Highlighting the Risks to Employers Using AI In Employment Selection Procedures &#8212; June 1, 2023 &#8212; Lindabury, McCormick, Estabrook &amp; Cooper, P.C. 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