Algorithm-Driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination? By Lydia X. Z. Brown, Ridhi Shetty and Michelle Richardson, presents us with a compelling report on the consequences AI based assessments have on employment of the disabled. Many of us revel in all the latest advancements in technology. We think the more tech, the better. Brown, et al., however, immediately set about clearing up any misconceptions we may have had about the neutrality and fairness of artificial intelligence-based hiring tests. We are treated to an informative and eye-opening breakdown of all the different types of tools and tests currently being used for hiring. Although it is not expressly noted by Brown, who is autistic and an expert on disability rights and algorithmic fairness, it is clear neurodivergent employment candidates have a high potential for being discriminated against via these tests. The authors also make certain to share with us that many employers do not realize how biased these tests can be. Hence, Brown, et al., spend a great deal of time pointing out the numerous ways an employer could be held liable for discrimination under the Americans with Disabilities Act (ADA). As such, this report proves to be a valuable resource for self-advocates and employers alike.
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Good work, Sherri, though it would be helpful to note that this report was prepared by an advocacy group–that’s an important part of its purpose and thus the rhetorical situation that we should know. I’ll be interested to hear more about the research work that the authors have employed here, too.