#hr - AlgorithmWatch

Publication, 15 March 2023

New study on AI in the workplace: Workers need control options to ensure co-determination

Employees 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.

Publication, 23 February 2023

New study highlights crucial role of trade unions for algorithmic transparency and accountability in the world of work

Our 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.

Videos, 19 May 2021

Correlation, causation & proxy variables?

The 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.

Guideline, 13 May 2021

Reviewing essential features of AI-based systems for works councils and other staff representatives

Questions 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.

Publication, 7 May 2021

People analytics in the workplace – how to effectively enforce labor rights

Increasingly, 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.

Analysis , 12 March 2020

People Analytics must benefit the people

In 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.

Matt Hoffman |Unsplash

Op-ed, 25 November 2019

Controversial service that ranked job seekers based on personal emails folds following AlgorithmWatch investigation

A 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.

Story, 2 October 2019

Defective computing: How algorithms use speech analysis to profile job candidates

Some 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.

Zac Ong | Unsplash

Essay, 7 August 2019

Personal Scoring in the EU: Not quite Black Mirror yet, at least if you’re rich

A 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.