Sessions

Platforms that leverage artificial intelligence (AI) may carry risks of bias and discrimination against underrepresented groups - but they also hold the potential to make talent acquisition more inclusive. Recent research with disability-led startups and other diverse stakeholders across industry and advocacy circles has identified key innovations and inclusive practices to avoid bias and discrimination and improve enterprise-wide Diversity, Equity, Inclusion and Accessibility (DEIA) hiring and retention goals.   This session will discuss best practices for assessing AI platforms and working with vendors to ensure compliance with legal obligations, while also leveraging new innovations to recruit and retain talented individuals from underrepresented groups. Organizations that embrace these best practices can create an organizational culture of inclusion where everyone can advance and thrive, regardless of race, ethnicity, gender identity, sexual orientation, religion, or disability.

Learning Objectives:

• Learn about the legal obligations surrounding nondiscrimination and areas where recruiting processes introduce bias.
• Learn how innovators with disabilities are using AI to attract skilled workers from underrepresented groups.
• Hear how job seekers with disabilities actually experience the recruiting process.
• Discover the elements of procuring and tailoring AI systems to reduce bias and promote inclusion: ask before you buy, always include humans, be transparent with stakeholders, focus on accessibility, address systemic barriers.

In-person session offerings are on a first-come, first-served basis.

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