Nondiscrimination law: Which body of law is most directly | AIGP
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Nondiscrimination law: Which body of law is most directly implicated?

AIGP Understanding How Laws, Standards and Frameworks Apply to AI Easy

Discriminatory screening in hiring implicates nondiscrimination law governing employment decisions.

The question

An AI-based hiring tool systematically screens out applicants belonging to a legally protected class. Which body of law is most directly implicated?

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  1. Product liability law, which governs design and manufacturing defects in goods.
    Plausible but wrong: product liability addresses harm from defective products, not biased employment outcomes.
  2. Nondiscrimination law, which governs fairness in employment-related decisions. ✓
    Correct: laws prohibiting discrimination in employment directly address an AI tool that disadvantages a protected class in hiring.
  3. Consumer protection law, which governs deceptive and unfair advertising claims.
    Plausible but wrong: consumer protection targets deceptive or unfair commercial practices, not hiring discrimination.
  4. Intellectual property law, which governs rights over data used for training.
    Plausible but wrong: intellectual property governs ownership of works and data, which is unrelated to discriminatory hiring.
The trap
Classifying discriminatory hiring as a product defect or a consumer-protection issue rather than a nondiscrimination-law matter.

How to remember it

Discriminatory screening in hiring implicates nondiscrimination law governing employment decisions.

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Part of the Certsqill AIGP question bank · Understanding How Laws, Standards and Frameworks Apply to AI · Every answer, right and wrong, comes with its own explanation.