Blog15 June 2023
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Read moreEmployees must be included in the implementation process, if so-called Artificial Intelligence (AI) systems are introduced to their workplace. Such systems are used by many companies for automated decision-making (ADM) already. They are often based on Machine Learning (ML) algorithms. The European Union’s Artificial Intelligence Act (AI Act) draft is designed to safeguard workers’ rights, but such legislative measures won’t be enough. An AlgorithmWatch study funded by the Hans Böckler Foundation explains how workers’ co-determination can be practically achieved in this regard.
Read moreOur report shows that trade unions are now called upon to focus on practical advice and guidance to empower union representatives and negotiators to deal with the challenges that automation puts onto workers.
Read moreThe field of automated decision systems is far-reaching and complex. Technical concepts are often difficult to understand for users and affected individuals, which makes such systems even more obscure than they already are. With our explanatory videos, we offer an easy introduction to important basic concepts. We hope to shed some light on the "black box" of algorithms and explain risks associated with automated decision-making in the context of human resources.
Read moreQuestions that works councils should ask management before implementing new systems, or about systems already in place. Along with the questions, this guide also explains how to classify answers and what they should include.
Read moreIncreasingly, complex computational systems are being used to monitor, score, manage, promote and even fire employees. These systems are often referred to as people analytics. They have the potential to profoundly influence, alter, and redirect the lives of people at work, and therefore impact their life chances in general. In order for people to not suffer from the use of these systems but ideally benefit from it, there needs to be a comprehensive governance framework. Here’s how we will get there.
Read moreIn his study, Michele Loi of the Institute for Biomedical Ethics and History of Medicine at the University of Zurich develops recommendations on how systems for automated HR management can be used in an ethically responsible manner.
Read moreA Finnish company that automatically parsed the personal emails of job applicants to assess their corporate “fit” discontinued its service after reports by AlgorithmWatch and others raised questions about its legality.
Read moreSome companies and scientists present Affective Computing, the algorithmic analysis of personality traits also known as “artificial emotional intelligence”, as an important new development. But the methods that are used are often dubious and present serious risks for discrimination.
Read moreA centralized, permanent and public personal scoring system is very unlikely to appear in EU countries, but this does not mean that a large share of the European population is not or will not be subject to invasive scoring mechanisms.
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