The concerns raised in this article by interviewees relate to the use of AI-powered recruitment tools more broadly and are not directed at any single provider.
Workday, the maker of popular AI-powered human resources software, is facing claims, external that it violated Californian law thousands of times by weeding out job applicants at many major companies for discriminatory reasons.
The case is proceeding, with a ruling expected later this year.
The contacted Workday, which said the claims in the suit were false, adding that its tools don’t make hiring decisions.
More generally, Workday highlights that its recruitment tools help recruiters identify candidates who best match a job description based on their skills and experience, supporting rather than replacing human judgement.
The company said its AI was “rigorously tested” through its Responsible AI programme and “does not consider traits such as age or gender”.
Workday added that, when used responsibly, AI can help qualified candidates avoid “getting lost in the pile”.
A government spokesperson said “While AI can help employers manage large volumes of applications and reduce administrative burdens, it is vital that recruitment processes remain fair, transparent and accessible.
“Existing legal protections, including equality and data protection law, already apply to AI systems, and we will act where additional protections are needed.”
A spokesperson for Mayor of London Sir Sadiq Khan said AI presented both opportunities and challenges, particularly as women are more likely to work in AI-exposed roles. They said the mayor had backed recommendations from the London AI and Jobs Taskforce to help employers adopt AI responsibly and support workers through the transition.
As for Stacey, she has set up a community chat and platform to help women feel less alone, and to help companies address the issues in question.
“I want us, as a group, to be heard and seen. And for gendered ageism to become a thing of the past.
“Because if we’re lucky, we all get old.”
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