The U.S. Department of Labor has announced the publication of the AI & Inclusive Hiring Framework, a pioneering tool to promote the ethical use of artificial intelligence (AI) to support inclusive hiring practices.
Designed to advance equitable access for all job seekers, particularly disabled individuals, the framework seeks to enhance how employers utilize AI in their hiring technology, reduce barriers, and prevent unintentional discrimination and biases.
AI has been focused on as a tool for hiring employers, especially in highly competitive job markets, where hiring demand has recently contracted. However, people have become concerned with potential baked-in baises. New regulations about AI hiring have been introduced, such as NYC Local Law 144, which regulates what it deems as "automated employment decision tools."
Here's a detailed overview of this significant new AI framework and its implications for employers, job seekers, and the broader workforce.
This initiative, published by the Partnership on Employment & Accessible Technology (PEAT) and funded by the Office of Disability Employment Policy (ODEP), aims to help employers navigate the risks and benefits associated with AI recruitment and hiring technology. The goal is to ensure that AI tools are used to improve recruitment processes, enhance workplace culture, and support inclusive hiring practices.
The framework aligns closely with the National Institute of Standards and Technology (NIST) AI Risk Management Framework (AI RMF), incorporating best practices for accessible technology and AI inclusive hiring. It was developed in collaboration with disability advocates, AI experts, government and industry leaders, and the public, ensuring that a wide range of perspectives were considered in shaping this tool.
According to Assistant Secretary for Disability Employment Policy Taryn Williams, the framework reflects the eagerness of many employers to tap into the talent of disabled job seekers while leveraging AI systems to enhance recruitment. Importantly, it provides a path for managing the risks associated with AI technologies to ensure they support and not hinder the employment opportunities for all.
The AI & Inclusive Hiring Framework is structured around ten focus areas, each offering practical activities and goals to guide organizations in implementing AI hiring technology. These focus areas mirror the components of the NIST AI Risk Management Framework, covering aspects related to governance, mapping, measuring, and managing AI's use in hiring. Here’s a breakdown of these ten focus areas:
Identify Legal Requirements
Employers must recognize legal and compliance standards to ensure that AI inclusive hiring practices align with anti-discrimination laws and other regulations.
Establish Staff Roles
Create a defined structure for employees responsible for implementing, overseeing, and managing AI tools in hiring processes, ensuring a consistent approach to inclusivity.
Inventory Technology
Perform an inventory check on the organization's current hiring technology to understand how it impacts disabled job seekers and how it can be modified to align with disability employment policy.
Work With Vendors
Collaborate with vendors who provide AI solutions to ensure that they are aligned with inclusive hiring practices. This includes assessing their accessibility and commitment to managing risks related to AI.
Assess Impacts
Evaluate the effects of AI systems on the recruitment process, specifically looking at how they impact disabled employees and other underserved communities, ensuring they do not create unintended barriers.
Provide Accommodations
Develop policies to offer reasonable accommodations for disabled job seekers during the AI-enhanced recruitment process. Make sure that any AI implementation is accessible to all candidates.
Use Explainable AI
Utilize explainable AI systems that allow hiring managers and job seekers to understand the AI's decisions. Transparency is key to building trust and ensuring equitable assessments.
Ensure Human Oversight
While AI can streamline hiring processes, human oversight is necessary to verify that AI tools are being used correctly and do not perpetuate bias or exclusion.
Manage Incidents
Implement a system to respond to any issues arising from AI in hiring, including unintentional discrimination or technological malfunctions, to ensure swift remediation.
Monitor Regularly
Regularly evaluate and refine the use of AI in hiring to keep it aligned with best practices, emerging standards, and evolving legal requirements. Continuous improvement is critical for maintaining inclusive hiring.
These focus areas offer actionable guidance for organizations seeking to maximize benefits while minimizing risks in the context of AI-enabled hiring. Each focus area is tied to NIST’s best practices for AI governance, helping organizations implement strategies that are both effective and aligned with disability employment policy.
The AI & Inclusive Hiring Framework not only emphasizes compliance with legal requirements but also aligns with the AI Risk Management Framework established by NIST. It encourages employers to evaluate and understand how AI technologies impact workplace culture, ensuring that the tools are used to enhance inclusion rather than hinder it.
The framework was built collaboratively, beginning with a PEAT Think Tank in April 2023 and drawing input from a broad array of stakeholders. This holistic approach ensures that the inclusive hiring framework is practical, relevant, and adaptable to different organizational needs.
The initiative also dovetails with the Biden-Harris administration’s commitment to preventing AI-powered employment tools from creating barriers for U.S. workers, particularly those with disabilities and from other underserved communities.
Managed by the Wheelhouse Group, PEAT has been instrumental in developing resources to help workplaces procure and implement disability-inclusive technology. The AI & Inclusive Hiring Framework builds upon NIST’s AI RMF and reflects its commitment to promoting best practices in AI risk management.
By providing a clear structure for employers, the framework allows for the maximizing of benefits and the managing of risks when assessing, acquiring, or deploying AI hiring technology. It serves as a roadmap for organizations to foster inclusive hiring and ensure that disabled job seekers are not marginalized by the very tools designed to enhance efficiency and productivity.
The AI & Inclusive Hiring Framework is a resource for management consultants, hiring managers, risk management experts, and employers who are looking to improve the accessibility of their hiring processes. To effectively use this framework, employers can:
Access and review all ten focus areas, understanding the practices, goals, and sample activities associated with each.
Implement policies and guidelines based on the framework to align with inclusive hiring principles.
Assess and monitor their AI systems regularly to ensure they align with evolving legal standards and industry best practices.
Engage with experts and advocates to maintain an ongoing dialogue about how to improve the inclusivity and accessibility of AI-enabled hiring technologies.
The AI & Inclusive Hiring Framework stands as a crucial tool for employers looking to leverage AI systems while fostering a more inclusive and effective workforce. By adhering to the ten focus areas and the guidelines set out by PEAT and NIST, employers can improve their recruitment practices, build a more inclusive workplace, and help disabled job seekers thrive in a digitally transformed employment landscape.
The framework is a step towards harnessing the full potential of AI tools while ensuring that they serve to enhance opportunities for all job seekers, particularly those with disabilities. As employers look to the future of recruitment and workforce development, the AI & Inclusive Hiring Framework provides a roadmap for success, equitably bridging the gap between technology and talent.