17/07/2024 | News release | Distributed by Public on 17/07/2024 20:55
AI is a buzzword on everyone's lips in 2024, and to quote a hit song from the 1980s, apparently "The future's so bright I gotta wear shades." In other words, many are quick to sing the praises of AI and the opportunities that lie ahead. However, as AI garners more and more headlines and becomes more ubiquitous, others, including employers, become more aware of some of the downside issues and risks attached to this new technology.
Last fall, the White House issued its "Executive Order on the Safe, Secure and Trustworthy Development and Use of Artificial Intelligence." The Order states it recognizes the "extraordinary potential for both promise and peril," in AI. The order goes on to cite several critical expectations for artificial intelligence governance:
Of additional concern is the ongoing protection of privacy and civil liberties, with the Department of Labor subsequently issuing general principles which include the following:
This spring, the EEOC reiterated its commitment to having a role in AI development as well as the enforcement of regulations relating to AI. As part of the Algorithmic Fairness Initiative, a multi-agency group addressing issues of AI, various facts and resources are available including through EEOC.gov.
But what does this mean for employers from a practical standpoint, especially in an environment where issues change daily, agency initiatives are consistently challenged and the initiatives set goals with no framework for addressing those goals? Like the magic 8 ball, all outlooks are hazy, but we can expect to continue to see various government agency initiatives including:
However, we remain focused on aspirational goals rather than concrete requirements.