Technology, including Artificial Intelligence (AI) and automated systems, can increase efficiency and help reduce human error. But what do you do if an applicant or employee files a discrimination claim based on employment technology used to hire, train, or manage employee performance? It happens frequently, but most employers are not aware that employees can file lawsuits based on decisions that were seemingly made by technology, not people. Now, government agencies, including the White House, the Equal Employment Opportunity Commission (EEOC), and the U.S. Department of Justice (DOJ) are warning companies that their blind reliance on technology can have legal consequences, including bias that can lead to claims of employment discrimination. This is an interactive session where I will walk attendees through real life examples of discrimination claims based on the technology regularly used by human resource (HR) professionals, including recruiting software, applicant tracking software, virtual training programs, onboarding software, and automated learning programs. Then we will discuss how to better protect your company and avoid technology based discrimination claims. Attendees will also have the opportunity to ask related legal questions pertaining to their own company’s use of employment technology.

Actionable Takeaways:

• Identify HR technologies that can lead to employment discrimination claims.
• Learn how to leverage HR technology with limited legal risk. 
• Understand how to respond to technology related employment discrimination claims.