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If youve been keeping tabs on AI news, youve likely heard of Mobley vs. Workdaya lawsuit where a job applicant claims that AI-powered hiring software has unfair bias. For many companies, this ongoing lawsuit has been a moment to carefully consider how they are rolling out AI in their hiring process. As the CEO and cofounder of an AI-native skills company, I’ve spent the last decade working with talent leaders to build better and fairer hiring processes. And, here’s the uncomfortable truth: The biggest source of hiring bias isn’t AIit’s us. While high-profile lawsuits like Mobley gets all the headlines, over 99.9% of employment discrimination claims in the previous five years dont center on AI bias, but on human bias. The conversation today isn’t about whether to use AI, but how to use it to fundamentally improve the flawed, human-driven status quo. Are AI hiring tools biased? The simple answer to whether AI hiring tools are biased is often yes. Because most AI models are trained on historical data, they can inherit and amplify existing human biases. However, a far more relevant question is: Are AI systems more biased than humans? The answer to that is a resounding no. The same meta-analysis that showed employment discrimination claims were based on human bias, also shows that female candidates experience up to 39% fairer treatment with AI compared to human evaluators, and racial minorities see up to 45% fairer treatment. This isn’t an excuse to ignore the risk of AI biasit’s a signal that AI can and should be a tool to raise the standard for fairness in hiring. Best practices to reduce bias when using AI hiring tools Just because AI is usually less biased than humans doesnt mean that it is bias-free. Here are four key ways your company and its vendors can manage and mitigate bias in your AI hiring systems. #1: Publish AI explainability documentation The first step for any employer or AI hiring tool is to clearly and thoroughly explain the rubric AI uses to score candidates and how candidates are evaluated against these criteria. This explainability statement should make sense to a nontechnical audience. #2: Conduct bias testing and auditing Bias audits were once rare, but today many companies consider them nonnegotiable. With the meta-analysis showing that 75% of AI hiring tool vendors now conduct bias testing, this has become a core expectation. Start by asking your vendors to track disparate impact for sex and race/ethnicity to comply with laws like NYC Local Law 144. Then expand your audit to other categories like age and disability status. #3: Stay on top of AI regulations Today, companies across the globe should be aware of four major regulations and standards affecting AI use in hiring processes: NYC Local Law 144 regulates the use of automated employment decision tools (AEDTs) that use AI and requires audits for bias and public disclosure of the results. Colorado SB 24-205 requires AI hiring tool vendors and companies using them, to comply with bias monitoring and reporting requirements. The EU AI Act establishes a wide-ranging legal framework for ethical AI use in the European Union. ISO 42001, a set of global standards rather than regulations, specifies requirements for the use and maintenance of AI within organizations. In the coming years, more regulations governing AI tool usage will likely emerge, with growing pressure for vendors to comply with international standards. To stay competitive in the hiring market, companies using AI hiring tools should ensure their vendors keep up with changes to these regulations. #4: Keep humans in the loop Regardless of how and where they implement AI, companies should keep a human involved in the hiring process. A best practice for AI-powered skills screening tools, for instance, is to provide a summary of how each candidate scored against the AI tools rubric. This allows hiring teams deeper insight into how AI makes its recommendations and provides context for teams to make their own decisions about advancing a candidate in the process. Final words The fear of AI risks in hiring is understandable, but it needs to be weighed against the significant, well-documented risks of not using it. The real risk for leaders today isn’t adopting AIit’s falling behind. The tools now exist to leverage AI not just for efficiency, but to build a more equitable and skills-based hiring process. The choice for leaders is clear: We can either continue accepting the inherent biases of human-led hiring processes, or use technology to raise the bar for fairness, and build a better way to hire. Tigran Sloyan is CEO and cofounder of CodeSignal.
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E-Commerce
Young people arent just the leaders of tomorrowtheyre leading right now. Theyre influencing culture, driving social movements, and embracing technology faster than most of us can keep up. They may not have a seat in the boardroom, but their influence is already being felt in every corner of societyincluding your bottom line. As a mother of three and a leader at UNICEF USA, Ive seen firsthand how this generation is stepping up. Ive also seen a growing appetite among business leaders to meet this moment by actively engaging young people in shaping what comes next. International Youth Day, observed on August 12, was a moment to reflect on how we do that with intention and imaginationbuilding systems, products, and workplaces that are inclusive of the next generation and resilient for the long haul. Engaging youth is a strategic advantage Young people aged 1524 make up 16% of the global population and are among the most values-driven, digitally fluent, and socially engaged generations weve ever seen. Theyre setting expectations for what brands stand for, how leaders show up, and what the future of work should look like. Engaging them responsibly offers a real competitive edgebut just as meaningfully, it creates space for them to help shape a future theyll actually want to inherit. At UNICEF USA, weve embraced this as an opportunity. Our National Youth Council and Youth Representatives (ages 1424) dont just advisethey lead. They drive campaigns, influence policy, and activate peers across the country. Through our Child Friendly Cities Initiative, they partner with local governments to advocate for policies that make communities better for all childrennot one day in the future, but right now. And when one of our Youth Reps, Charlotte, took the stage at the Social Innovation Summit alongside leaders from Pinterest, lululemon, and UNICEF, she didnt just speakshe delivered. Her reflections on a major youth mental health study brought the data to life and made the stakes more personal and urgent for those in the room. As she spoke about the pressures young people facefrom constant news cycles to the weight of global challengesyou could feel the room shift. It was a powerful reminder that when we make space for youth to speak for themselves, the insights are deeper, the solutions get sharper, and the work becomes more human. Charlotte didnt just make the case, she embodied it. Youth voices arent symbolic. Theyre catalytic. Young people are shaping tech Todays young people arent just adapting to new tools, theyre actively shaping how those tools are used. Theyre early adopters, creators, and cultural accelerants, often outpacing the very systems designed to support them. As a mom, I see it every daykids are teaching us grown-ups whats next. And as a self-proclaimed data and tech enthusiast, its exciting. The pace of innovation holds incredible promise for how we learn, work, and connect. The promise of innovation is realbut so are the risks. To unlock its full potential for children, we need to design with their well-being in mind. Thats why UNICEF developed policy guidance on AI for children, shaped through input from technologists, companies, policymakers, academics, civil society, and even young people themselves. Its meant to be a practical starting point that supports innovation while keeping childrens safety at the center. If technology is shaping the future of business, then business must help shape a digital landscape that protects and empowers every child. Every company has an impact on children Even if your work isnt centered on children, your impact reaches them through the products you build, the stories you tell, and the policies you set. Investing in children pays off. Research shows that the return on investment for high-quality childcare and preschool programs, for example, was 13% annually per child. Those outcomes include health, IQ, maternal income, the childs adult income, and crime involvement. The business case is clearand so is the opportunity. Whether its through ethical design, youth mentorship, inclusive community programs, or family-friendly policies, there are countless ways to help build a more child-friendly world. What matters most is doing it. A more resilient future, built together Business leaders across sectors are already asking sharper questions, bringing in new perspectives, and recognizing that sustainable growth depends on the well-being of future generations. Young people may not be in the boardroom, but theyre shaping the world were building. Their influence is already driving culture, shifting expectations, and transforming markets. When we embrace that influence, we unlock stronger business and societal solutionsand design growth strategies that are built to last. Michele Walsh is executive vice president and chief philanthropy officer of UNICEF USA.
Category:
E-Commerce
CEO Anjali Sud explains why the free streamer with the massive library of 275,000 movies and TV episodes is giving creators what Netflix and YouTube can’t.
Category:
E-Commerce
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