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Law

Algorithmic Discrimination in Employment: Legal Treatment

Quick fact

In the U.S., an employer can be liable under Title VII for algorithmic hiring tools that cause a 'disparate impact'—a statistically significant adverse effect on a protected group—even without any intent to discriminate.

Why this is interesting

Imagine applying for a job and being rejected by an algorithm you'll never see—could the law protect you? Surprisingly, the answer is complicated.