Abstract :
[en] AI-based automated hiring systems cover a wide range of tools
of varying complexity, from resume parsing tools to candidate
selection models. Their close interference in economic and social
life faces raising demands and investigations aiming to reduce
the potential discrimination they may cause. This article covers
the intersection of EU non-discrimination law and algorithmic
fairness in the context of automated hiring systems. The paper
analyzes the balance between equality of opportunity (formal and
substantive) and equality of outcome, critiques the focus on nonconservative group fairness in machine learning, and discusses
the legal implications of automated hiring systems under EU law.
Additionally, it highlights often committed fallacies in relation to
the process of de-biasing and advocates for a broader understanding
of fairness in machine learning that aligns with EU legal standards
and societal values
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