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Welcome to AccelPro Employment Law, where we provide expert interviews and coaching to accelerate your professional development. Today, we are featuring a discussion about artificial intelligence and bias with Rachel See, Senior Counsel and Vice President of People Analytics Group at Seyfarth.

If you read too much about AI and algorithms, you can either get lost in the weeds of the tech, or you can get worried you’ll inadvertently feed bad data into bad tech and it will reproduce the very biases you are trying to avoid — and maybe even create more of them. 

For human resource executives, hiring managers and employment attorneys worried about how to properly use AI, See — who formerly served as the Equal Employment Opportunity Commission’s senior counsel for AI and algorithmic bias — offers useful, practical and actionable advice in navigating these confusing issues.

She proposes three questions to ask yourself before using AI: What’s the business purpose? How much risk are you comfortable with? And who is responsible for that risk? Once you have answers to those questions, the path forward becomes more clear, if not necessarily easy.

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