Keith Sonderling, Commissioner at the United States Equal Employment Opportunity Commission (EEOC), discusses how HR companies and employers are using AI, and the implications of this usage on employment law. He stresses the importance of governance and regulation to avoid discrimination, prevent HR biases at scale, and to ultimately uphold our civil rights.

Key takeaways:

How to use machine learning to make HR decisions that were historically done by a human

Examples of how AI and HR tech have already impacted every step in the employee lifecycle

How the use of natural language processing can mitigate against discrimination in the hiring processes

The work the EEOC is doing to ensure HR tech is being developed in a way that helps all employment decisions remain fair and non-discriminatory