As artificial intelligence (AI) hiring tools become more widespread, ensuring they are inclusive and accessible is important for employers. A new AI & Inclusive Hiring Framework, developed by the Partnership on Employment & Accessible Technology funded by the U.S. Department of Labor’s Office of Disability Employment Policy, offers guidance for employers seeking to deploy AI-powered hiring technologies equitably.
The framework aims to reduce the risk of unintentional discrimination against disabled job seekers and to create hiring processes that are accessible and inclusive. It’s designed for flexibility, allowing organizations to implement changes gradually and focus on areas that align with their specific needs.
How It Works
The framework includes ten Focus Areas, addressing critical aspects of deploying AI hiring tools, from ensuring legal compliance and providing accommodations to monitoring performance and maintaining human oversight. These Focus Areas are mapped to the NIST Artificial Intelligence Risk Management Framework (AI RMF), providing clear guidance on managing risks and maximizing the benefits of AI in hiring.
Employer Roles and Responsibilities
The framework also identifies key roles for employers to take:
Getting Started
Employers can implement the framework in stages, focusing on specific roles, goals, and practices most relevant to their needs. This step-by-step approach makes it manageable to address accessibility while deploying AI tools effectively.
By adopting the AI & Inclusive Hiring Framework, employers can ensure that AI hiring technology is a tool for inclusion, not a barrier, paving the way for a more equitable hiring process for all job seekers, especially those with disabilities. The framework may be accessed by clicking here.
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