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.
Read moreAs the hype around “artificial intelligence” leveled off, the impact of automated decision-making made itself seen. Regulators and civil society fought hard to rein in Big Tech, but much remains to be done to achieve a good balance.
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.
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AMS, Austria's employment agency, is about to roll out a sorting algorithm that gives lower scores to women and to the disabled. It is very likely illegal under current anti-discrimination law.
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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.
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.
Read moreThe question of whether automation benefits or damages us citizens is primarily a political one. No one should let themselves be told that only those who have studied mathematics or computer science can take part in the discussion.
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