by CUPA-HR | October 16, 2024
On September 24, the Department of Labor (DOL), along with the Partnership on Employment & Accessible Technology (PEAT), published the AI & Inclusive Hiring Framework. The framework is intended to be a tool to support the inclusive use of artificial intelligence in employers’ hiring technology, specifically for job seekers with disabilities.
According to DOL, the framework was created in support of the Biden administration’s Executive Order on the Safe, Secure and Trustworthy Development and Use of Artificial Intelligence. Issued in October 2023, the executive order directed the Secretary of Labor, along with other federal agency officials, to issue guidance and regulations to address the use and deployment of AI and other technologies in several policy areas. Notably, it also directed DOL to publish principles and best practices for employers to help mitigate harmful impacts and maximize potential benefits of AI as it relates to employees’ well-being.
The new AI Framework includes 10 focus areas that cover issues impacting the recruitment and hiring of people with disabilities and contain information on maximizing the benefit of using and managing the risks associated with assessing, acquiring and employing AI hiring technology.
The 10 focus areas are:
- Identify Employment and Accessibility Legal Requirements
- Establish Roles, Responsibilities and Training
- Inventory and Classify the Technology
- Work with Responsible AI Vendors
- Assess Possible Positive and Negative Impacts
- Provide Accommodations
- Use Explainable AI and Provide Notices
- Ensure Effective Human Oversight
- Manage Incidents and Appeals
- Monitor Regularly
Under each focus area, DOL and PEAT provide key practices and considerations for employers to implement as they work through the AI framework. It is important to note, however, that the framework does not have force of law and that employers do not need to implement every practice or goal for every focus area at once. The goal of the framework is to lead employers to inclusive practices involving AI technology over time.
DOL encourages HR personnel — along with hiring managers, DEIA practitioners, and others — to familiarize themselves with the framework. CUPA-HR will keep members apprised of any future updates relating to the use of AI in hiring practices and technology.
