The U.S. Department of Labor has unveiled a new tool designed to make hiring practices more accessible and fairer for people with disabilities. The AI & Inclusive Hiring Framework can guide employers in using artificial intelligence to help rather than hinder disabled job seekers.
Published by the Partnership on Employment & Accessible Technology (PEAT), the framework offers a blueprint for using AI hiring technology without unintentionally creating discriminatory barriers. This initiative was funded by the department’s Office of Disability Employment Policy.
What is the AI & Inclusive Hiring Framework?
The AI & Inclusive Hiring Framework provides employers with guidelines to ensure they use their AI tools inclusively. This will help prevent bias from slipping through the cracks. With the rise of AI in hiring, the risk of overlooking qualified applicants due to poorly designed algorithms is real.
PEAT’s framework was built on best practices from the National Institute of Standards and Technology’s (NIST) AI Risk Management Framework. The guidance helps employers see the benefits AI can bring to their hiring process while avoiding pitfalls that could harm applicants.
ODEP and PEAT developed the framework in partnership with NIST. It also factored in feedback from disability advocates, AI experts, industry leaders, and the public. The framework outlines 10 areas of focus for employers to follow. Each area focuses on practices, goals, and activities that can help businesses adopt inclusive hiring initiatives.
How will this framework promote inclusive hiring?
The AI & Inclusive Hiring Framework came to life following a PEAT Think Tank held in April 2023. The development process included listening sessions with experts and input from a national online public dialogue. ODEP, PEAT, NIST, and other partners worked together to create a tool that both employers and workers can use.
According to Assistant Secretary for Disability Employment Policy Taryn Williams, employers should use this framework to tap into the talent pool of people with disabilities.
“The Office of Disability Employment Policy works with many employers eager to hire people with disabilities and benefit from their talents,” Williams said. “These employers recognize that AI tools can improve recruitment and hiring but may also impact workplace culture and inclusion of disabled employees. The AI & Inclusive Hiring Framework published today charts a clear course for employers to navigate this transformation successfully.”
The framework doesn’t just focus on employers. It’s also there to empower job seekers, by helping them understand the benefits and challenges they may face when encountering AI-enabled hiring technologies.
How does this framework align with equity?
The framework aligns with the Biden-Harris administration’s efforts to ensure AI technology supports, rather than hinders, workers’ employment opportunities. In October 2022, the White House Office of Science and Technology Policy released the “Blueprint for an AI Bill of Rights.” This document laid out standards for more equitable and inclusive digital hiring. The AI & Inclusive Hiring Framework takes those principles and puts them into action.
This framework offers an important step forward for ensuring no qualified candidate is overlooked due to inaccessible or biased technology. It provides a practical, actionable guide for employers who are committed to making their hiring practices more equitable.
What are my legal options if I face discrimination from employers?
If you’ve faced discrimination during the hiring process in Ohio—whether because of a disability, race, gender, or any other protected status—you deserve justice. Discrimination isn’t just wrong; it’s illegal, and you have the right to stand up against it. Employers who misuse AI or other hiring practices to discriminate must be held accountable. The Ohio workplace discrimination lawyers at Nilges Draher LLC know how to take on companies that won’t admit wrongdoing. We have the case results to prove it, including:
- A $5.9 million settlement for workers misclassified as outside salespersons and denied overtime pay.
- $4 million settlement for a class of workers not compensated for all break times.
- $1.25 million settlement for oil field workers improperly paid on a day rate without overtime compensation.
Our legal team is here to listen, advocate, and fight for your rights. We operate on a contingency fee basis, meaning we don’t get paid unless you do, and your initial consultation is always free. Contact us today to schedule your case evaluation and take the first step toward protecting your rights.