![](\"http:\/\/squarehr.com\/wp-content\/uploads\/2022\/10\/white-house-addresses-worker-protections-against-ai-bias-surveillance.jpg\")
<\/p>\n<\/p>\n
![](\"http:\/\/squarehr.com\/wp-content\/uploads\/2022\/10\/white-house-addresses-worker-protections-against-ai-bias-surveillance-1.jpg\")
<\/div>\n?The White House recently published a “Blueprint for an AI Bill of Rights<\/a>” on protections related to algorithmic bias and discrimination in automated and AI technologies; employee data privacy; and employer surveillance of the workplace. Employment is listed as one of several “sensitive domains” deserving of enhanced protections.<\/p>\n We’ve rounded up articles from SHRM Online<\/em> and other outlets to provide more context on the news.<\/p>\n Not Enforceable <\/p>\n It is important to note that the White House guidance is not legally binding, is not an official policy, regulation or law, and does not include enforcement measures. The guidelines also fall short of the European Union’s landmark General Data Protection Regulation (GDPR)<\/a> that has forced global organizations to change how they collect data, among other things.<\/p>\n Still, some technology leaders said the White House blueprint could lead to heavy-handed regulation that might risk putting U.S. businesses at a disadvantage and stifle innovation.<\/p>\n (The Wall Street Journal<\/em><\/a>)<\/p>\n Use of AI in the Workplace Raises Legal Concerns<\/p>\n Artificial intelligence tools flooding the HR technology marketplace can bring great value to organizations but also carry significant legal risks if not managed properly. Any employer that wants to use AI in the workplace needs to weigh the benefits against the potential legal risks and must also keep a close eye on emerging laws to stay in compliance.<\/p>\n (SHRM Online<\/em><\/a>)<\/p>\n SHRM Research Shows AI Use Growing, Ethical Questions Remain<\/p>\n Most talent acquisition professionals who use artificial intelligence and automation technology say it improves time-to-fill, but they still have some uncertainty about whether the tools protect against bias.<\/p>\n (SHRM Online<\/em><\/a>)<\/p>\n New York City to Require Bias Audits of HR Technology<\/p>\n New York City’s first-of-its-kind law prohibiting employers from using AI and algorithm-based technologies for recruiting, hiring or promotion without those tools first being audited for bias takes effect in January 2023.<\/p>\n (SHRM Online<\/em><\/a>)<\/p>\n HR Must Be Vigilant About the Ethical Use of AI Technology<\/p>\n HR leaders share how they are being drawn into the conflict between the competitive advantage the technology can provide and concerns about negative implications like unintended bias.<\/p>\n