EEOC Resource on Title VII and Artificial Intelligence

Jun 15 / Julia Baxter

Employers frequently rely on automated systems (including those incorporating artificial intelligence (AI)) to make employment decisions, including recruitment, hiring, promoting employees, and monitoring performance. Employers must ensure that the use of these systems does not violate Title VII. Today, the EEOC released its new technical assistance document, “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964.” The scope of the document “is limited to the assessment of whether an employer’s ‘selection procedures’ . . . have a disproportionately large negative effect on a basis that is prohibited by Title VII.” In other words, the document focuses on whether a particular employment practice has a disparate impact on the basis of race, color, religion, sex, or national origin.

EEOC explains that in many cases employers may be responsible for the use of automated tools/AI even if they are administered by an outside vendor. It also explains the four-fifths rule, which helps employers determine whether the selection rate for one group is substantially different than the selection rate of another group. The four-fifths rule states “that one rate is substantially different than another if their ratio is less than four-fifths (or 80%).” EEOC also explains that the four-fifths rule is a rule of thumb and may not be an appropriate measure of disparate impact even if the rule is satisfied.

The EEOC document serves as a reminder for employers to analyze their own employment practices, including tools and programs, to determine whether any have a disproportionately large negative effect on a prohibited basis or treat protected groups differently.

If you have questions or need assistance in complying with the technical document, please contact Training Marbles, Inc. (TMI) for additional information at (844)362-7253 Please see link below for the entire document.
Since the emergence of online learning, there has been a discussion on whether online classes are better than traditional classes. There have been competing schools of thought with valid arguments for and against both.

In the case of distance learning, it may be most appropriate at colleges and universities. Research data consistently indicate that students strongly prefer distance education.

Distance learning allows students to balance their other commitments more effectively, at least in cases they are adult learners, commuters, and part-time students. They don’t believe that they sacrifice a quality education for the convenience of utilizing distance learning.

However, both traditional and online learning comes with advantages and disadvantages. When is online learning more convenient than traditional learning? This blogpost indicates the real potential of online learning versus traditional classes.

What is Online Learning?

In online learning, students attend classes on the Internet and involve in real interactions with teachers and students at the other end. Students can attend the curriculum at their own pace and easily access the class from anywhere.

Online Learning is a reality and gradually becoming part of formal education. This educational model appeals especially to anyone who can’t attend a physical faculty or school. Online Learning also hops the national boundaries and is offered for dispersed college students that can have a wider choice of online programs.

How does online learning work? Learning management systems (LMS) provide an accessible exchange of information between professors and students. Τhis way, students can view learning material at their leisure or even attend scheduled conferences or lectures.

Concerning test-taking, learners can submit course assignments through the LMS, participate in a discussion, or submit other tasks. Lastly, professors may provide feedback to the student through comments or emails when using this LMS.