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In May, a federal judge in California certified the case of Mobley v. Workday as a collective action. The lawsuit alleges that Workday’s AI-powered applicant screening tools, in multiple hiring environments, discriminate against job seekers based on their self-identification as a member of a protected class. The case, one of the first of its kind, has the potential to become a landmark in regulating the use of AI in hiring decisions. This is sparking critical conversations about fairness, accountability, and governance in hiring practices.
From screening resumes and ranking candidates to recommending job matches, administering pre-employment tests and identifying learning and development opportunities, AI in HR technology is already influencing decisions that directly impact who gets hired, promoted or left behind. Regardless of the lawsuit’s outcome, this case serves as a call to action for HR leaders. HR executives must become proficient in AI’s applications, risks and governance.
See also: Buying AI? The questions HR leaders should be able to answer
Why this case should matter to HR leaders
As an HR tech nerd, I’ll admit that AI tools are incredibly compelling. I was an early adopter. AI in TA is still revolutionary. When used responsibly, it can create greater
