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11638 - AI Hiring Tools Can Yield Racial Bias and Systemic Rejection | Stanford HAI
We find substantial evidence of racial disparities in AI-based candidate screening. To measure adverse impact, we apply the EEOC’s “four-fifths rule,” which flags a position when one group is recommended at less than 80% of the rate of the most-recommended group — the relevant U.S. employment law (Title VII). We discovered that 26% of Black applicants and 15% of Asian applicants applied to positions where the AI system discriminated against their racial group. To put this in perspective: If t...