While AI offers undeniable benefits in the workplace, it could be the ultimate enemy for certain demographics, especially working mothers.
A recent study from New York University (NYU) raised eyebrows when it was published late last year. AI’s unpleasant secrets: Eliminating and excluding applications from candidates with long gaps in their resumes, a move that unfairly penalizes those who have taken time off for maternity leave or other parental reasons.
This study investigated bias in advanced AI systems known as large-scale language models (LLMs) used in the hiring process, specifically Chat GPT3.5, Google Bard, and Anthropic’s Claude.
And while AI is efficient and effective in hiring selection, ironically, its use is Aims to democratize the hiring process – is actually far from neutral.
AI eliminated qualified female candidates
In fact, some algorithms not only exhibit the kind of gender bias that would be illegal if demonstrated by human hiring managers, but also show recent gaps in the resumes of qualified female candidates. If so, AI has been proven to eliminate that candidate.
And, as all caregivers and working mothers know, significant career gaps are often inevitable due to family and childbirth-related responsibilities. As if mothers returning to work weren’t struggling enough. Even AI now imposes penalties for motherhood.
If unaddressed, this inequity can pervade the hiring process. Because almost overnight, she became the default first-tier judge for AI job candidate evaluations. In the US, it is estimated that approximately 75% of all resumes are first “read” by a bot.
Previous research by Harvard Business School had already found that talented candidates are often rejected by AI due to “knockout criteria.” half of the casethese include those with gaps on the resume of more than 6 months.
AI domination of resume screening happened so quickly that only now are laws being enacted to limit its damage.In the United States, at the end of last year, lawmakers algorithmic liability law, this bill was originally introduced in 2019 and is now being reinstated. The aim is to identify and prevent bias in gender, race, and other factors when using AI as a screening tool.
Meanwhile, in October 2023, President Biden issued the following statement: pioneering executive order Aimed at managing the risks of artificial intelligence (AI), New York State first introduced it Law requiring AI tools used in hiring to be audited for bias.
This means that as lawmakers focus on the issue, employers must start paying attention to their use of automated language model recruitment tools and be more transparent about their use. All of this is good news for workers and for women.
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