- The technologies could screen out people with disabilities who are able to do the job, the DOJ and EEOC said.
- Facial and voice analysis technologies may rule out qualified people with autism or speech impairments.
- Personality tests could screen out those with mild mental disabilities.
The use of algorithms and AI technology in hiring workers could risk violating the Americans with Disabilities Act, employers have been warned.
Increasing use of algorithm and AI tools by employers during hiring processes, in performance monitoring, and in determining pay or promotions, could result in discrimination against people with disabilities,