Validate a less-discriminatory alternative: employment law | AIGP
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Validate a less-discriminatory alternative: employment law, what evidence would show whether a

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

Compare a separate method for comparable job effectiveness and reduced group exclusion.

The question

A U.S. employer administering an education program uses an AI tool to select training coordinators. The tool is effective but screens out more applicants with a protected characteristic. Under covered U.S. employment law, what evidence would show whether a less-discriminatory alternative is comparably effective?

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  1. Validate a less-discriminatory alternative. ✓
    Validation of an alternative must establish both comparable job effectiveness and reduced exclusion of the affected group.
  2. Report the tool’s overall selection accuracy.
    Overall accuracy does not compare another procedure’s job effectiveness or discriminatory effects.
  3. Remove protected-class fields and recheck the original model’s accuracy.
    Removing explicit fields may not remove proxy effects and does not test a separate method against both requirements.
  4. Compare demographic representation before deployment and afterward.
    Representation changes may identify disparity but do not establish comparable effectiveness or validate an alternative.
The trap
Require evidence of both comparable job effectiveness and reduced discriminatory exclusion.

How to remember it

Compare a separate method for comparable job effectiveness and reduced group exclusion.

How many of these would you get right?

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