Equity in Civic Technology, Privacy & Data
Faster is Not Always Better – Disability Discrimination in Algorithm-driven Hiring Tools
As employers push harder than ever to make their work processes faster and more efficient, we have witnessed major changes in hiring methods. Algorithm-driven hiring tools in particular have become increasingly popular. These tools come in many forms, including recorded video interviews, personality tests, resume mining, and gamified aptitude tests. Vendors market them as an efficient way to identify desirable skills, aptitudes, and “fit” with the workplace culture – in ways that humans cannot.
While algorithm-driven hiring tools may offer quick solutions, faster does not always mean better. This is especially true when these tools reinforce disability-based discrimination. Disability bias in these tools is not only unfair, it can also be illegal. Our new report, Algorithm-driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination?, explores employers’ potential liability under the Americans with Disabilities Act (ADA) when they use algorithm-driven hiring tools.
Our report focuses on two ways that the ADA establishes employers’ obligations when using algorithm-driven tests:
- Employers must provide hiring tests in formats that are accessible to job applicants with disabilities. Algorithm-driven hiring tools are often [...]