With the expansion of computational power observed in the last ten years, artificial intelligence (AI) models have been gaining more and more space in various sectors of industry and academia. In an article written in 2021 and signed by a relevant group of researchers (including Adriano Koshiyama and Emre Kazim), it was stated that we are starting the Age of Algorithms (whether they are AI, machine learning or similar). This statement logically leads to the idea that we are now increasingly close to the Age of AI Economies. Meaning that work processes, the way that different markets are organised, the consumption patterns of economic agents, the way in which economic phenomena occur and are analysed, all are permeated by algorithms that generate impacts that are as of now still unknown.
In this blog post, we compare New York City Local Law 144, which will require independent bias audits of automated employment decision tools from the 15th of April 2023, and the New Jersey Assembly Bill 4909, which has been recently introduced and will have similar requirements if passed.
In recent years, the fairness of automated employment decision tools (AEDTs) has received increasing attention. In November 2021, the New York City Council passed Local Law 144, which mandates bias audits of these systems.
The latest and final compromise text of the EU AI Act (released on 6 December 2022) marks the EU ministers' official greenlight to adopt a general approach to the AI Act.
Washington DC proposes the "stop discrimination by algorithms act" aiming to prevent algorithmic discrimination for protected classes.
Spain’s royal decree 9/2021 or rider law gives platform delivery workers employment rights and imposes algorithmic transparency obligations.
California has proposed a Workplace Technology Accountability Act and modifications to its employment regulations to address automated decision systems. In this blog, we compare these proposals to the proposed EU AI Act.
Following their proposed rules for the NYC Bias Audit legislation, the Department of Consumer and Worker Protection held a public hearing. In this blog, we summarise the key takeaways from this session.
The blog compares the NYC bias audit law with California’s proposed Workplace Technology Accountability Act and Proposed Modifications to Employment Regulations Regarding Automated-Decision Systems.
The White House recently published a Blueprint for an AI Bill of Rights, signalling the intent of the U.S. government to regulate AI.
The AI Liability Directive is the EU’s proposed new law to make it easier to prove liability in cases where AI systems cause harm.
The EU AI Act was first proposed by the European Commission in April 2021. It will be the first law worldwide which regulates the development and use of AI in a comprehensive way.
The New York City (NYC) Department of Consumer and Worker Protection (DCWP) published proposed amendments to Local Law 144, which mandates independent bias audits of ‘automated employment decision tools’ used by employers or employment agencies.
New York City’s legislation requiring bias audits of automated employment decision tools is coming into effect in just a few months (1st January 2023) and has left many people wondering – do I need an audit, or am I exempt?
Originally due to come into effect on 1st January 2023, the enforcement date of the NYC Bias audit law (Local Law 144) has been pushed back to 15th April 2023. Here’s what you need to know.
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