TECHNOLOGY
they’re transparent with employees in relation to the kind of data being used, as well as information about how the company intends to process such data. This is particularly important when it comes to processing sensitive pay information. “The government’s approach to the regulation of artificial intelligence was intended to strike a balance between regulation and innovation” Bias and discrimination Concerns have also been raised about the potential that AI systems have to produce biased or discriminatory results based on the data they use. While there’s the expectation for AI tools to be more objective, there are concerns that human bias within the data may have the capability of producing results which are unintentionally prejudicial towards certain
protected characteristics. The House of Commons report highlights instances where the use of AI within recruitment processes has led to unfair bias against certain groups, such as women, without objective justification. Therefore, employers should carefully monitor the ways in which AI tools operate and the results they’re producing. What can employers do to manage the risks associated with the use of AI? For employers who are already using or considering implementing AI systems within the workplace, consideration should be given to ensure that sufficient policies and safeguards are put in place to mitigate the potential risks associated with the use of such tools. Such measures may include the introduction of specific policies which establish clear guidelines as to the acceptable and permitted use of AI in the workplace. In addition, employers should seek to outline how the company intends to monitor the use of the systems, as well as any training and support they intend to give in relation to this. Furthermore, where employers are using AI systems, they should ensure they’re closely monitored and
reviewed regularly, to ensure that any instances where there may be biased or discriminatory output can be identified. Where necessary, use of this AI system should be discontinued. What’s next? Although there are currently no express UK laws governing the use of AI and other such tools in the workplace, the publication of the white paper back in March made clear that the government’s approach to the regulation of AI was intended to strike a balance between regulation and innovation. As such, the proposal of a non-statutory framework aimed to provide a flexible approach to regulating AI, due to its rapidly changing nature. There have, however, been several non-governmental reports from organisations which have advocated for AI-specific legislation to be implemented. While it’s not clear how AI will be regulated in the future i.e., as technology continues to evolve rapidly, it’s inevitable that AI will continue to become increasingly prominent within the workplace. Therefore, it’s important for employers to be aware of the implications as outlined above and ensure that where such systems are introduced in the workplace, they’re used appropriately, both ethically and legally. n
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| Professional in Payroll, Pensions and Reward |
Issue 99 | April 2024
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