Even Robots are a Little Bit Racist: AI Bias in Recruitment
That’s right! Even robots. How would you like to perform only the most high-level and uniquely human elements of your job? Are your skills really best utilized on data entry, rote memorization and pushing paper? Artificial Intelligence (AI) promises to delegate all the drudgery of your job to machines while freeing you up to mingle with clients on the golf course and answer phone calls from your private yacht in the Adriatic Sea.
It almost sounds too good to be true. But are machines really up to the task?
One industry that has highly leveraged AI is recruitment. As we have previously written about here, the task of sifting through hundreds or thousands of resumes is uniquely suited to machines. An important feature of the application of AI to recruitment is reducing human bias in the selection of candidates. But as we warned, an AI system is only as good as the data inputted into it – a critical point recently confronted by Amazon.
Earlier this year the federal government amended the 
Legislatively speaking, a lot has happened in the Ontario workplace law space over the past year. The biggest shake-ups being the 
In the information age, it’s usually relatively easy to find out all about someone by doing a simple Google search. The burning question of online daters, “do I google my date before the date?” applies equally to employers. Can, and should, an employer background check a candidate? If so when? And how deep can and should they go?
In our connected age, work often creeps beyond the set hours of the workday. See my last post about legislating the right to disconnect for more on this. We often get questions from employers and employees about whether salaried workers should be getting paid for these extra hours and what exactly counts as “overtime.” Let’s dive in.
Technology has impacted our privacy in a myriad of ways. One crafty use of technology that we see more and more in workplace disputes, is employee made audio recordings. Employees are turning on their voice memo apps before they go into important meetings and covertly recording their conversations. While undeniably an audio recording is great evidence of what was said, the practice raises concerns and questions.
