{"id":7215,"date":"2023-11-27T09:14:36","date_gmt":"2023-11-27T14:14:36","guid":{"rendered":"https:\/\/employerdefensereport.com\/?p=7215"},"modified":"2026-03-12T18:24:44","modified_gmt":"2026-03-12T22:24:44","slug":"the-impacts-of-artificial-intelligence-in-the-workplace-in-2023-and-beyond-webinar-recording","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/the-impacts-of-artificial-intelligence-in-the-workplace-in-2023-and-beyond-webinar-recording\/","title":{"rendered":"The Impacts of Artificial Intelligence in the Workplace in 2023 and Beyond [Webinar Recording]"},"content":{"rendered":"

On Tuesday, November 21, 2023, Ashley D. Mitchell<\/a>\u00a0and\u00a0Darius Rohani-Shukla<\/a> presented a webinar regarding The Impacts of Artificial Intelligence in the Workplace in 2023 and Beyond<\/strong>.<\/p>\n

\"\"<\/a>In May 2022, the Equal Employment Opportunity Commission \u201cEEOC\u201d issued a Technical Assistance (\u201cTA\u201d) document entitled, \u201cThe Americans with Disabilities Act (\u201cADA\u201d) and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees\u201d focused on providing \u201cclarity to the public regarding existing requirements\u201d under the ADA and agency policy. This is the first guidance document the EEOC has issued regarding the use of Artificial Intelligence (\u201cAI\u201d) in employment decision-making since announcing its Al Initiative in October 2021.<\/p>\n

It is no secret that more employers have turned to AI to enhance their work processes over the years. An estimated 83% of employers have engaged AI or algorithmic tools to screen or assess applicants and workers, and some have even adopted a broad framework applicable to everything from resume scanners and \u201cvirtual assistants\u201d or chatbots to video interviewing software and testing software that assess personality, aptitude, skills and perceived \u201ccultural fit.\u201d However, if employers are not careful, these tools could result in disability discrimination violating the ADA.<\/p>\n

The content of this presentation included <\/span>potential issues with artificial intelligence in the hiring and screening process, background about the EEOC\u2019s initiative to manage fairness in the use of artificial intelligence and algorithmic tools, information about the Commission\u2019s first Technical Assistance Guide, and overlapping state and local regulatory efforts affecting employers trying to comply with the law.<\/p>\n

Participants in this webinar learned:<\/p>\n