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Unconscious bias is often defined as prejudice or unsupported judgments against a person, group, or thing formed outside of one’s personal conscious awareness.
Discrimination in the hiring process can be based on factors like ethnicity, socioeconomic status, and religion, many of which are often revealed in resumes.
In December of 2021, NYC became the first jurisdiction within the US to enact a law that addresses algorithmic bias as it pertains to hiring practices.
The Algorithmic Accountability Act is a draft law first that would regulate the use of AI in business as it pertains to bias in software development.
On Monday, February 7, 2022, the Internal Revenue Service or IRS announced plans to discontinue their contract with ID.me.
Section 504 of the Rehab Act of 1973 mandates that educational institutions provide accommodations to children with disabilities.
The Fair Chance Act is a California state law pertaining to employment discrimination that recently went into effect on January 1, 2018.
The Stop Credit Discrimination in Employment Act or the SCDEA for short is a civil rights law that was passed in New York City in 2015.
The ADA is a federal civil rights law that was passed in 1990 for the purpose of preventing discrimination against disabled Americans.
As the development of AI happens over the course of many stages, it is imperative that unconscious biases are addressed at every stage of development. Four common examples of these stages include data collection, data processing, data analysis, and modeling.
In the context of a resume, redaction can be used to censor this information all together so that hiring managers can make hires based on skills, education, and ability.