English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

Companies that try to address inequality in employment face a hiring paradox.Failing to address workforce imbalance can result in legal sanctions andscrutiny, but proactive measures to address these issues might result in thesame legal conflict. Recent run-ins of Microsoft and Wells Fargo with the LaborDepartment's Office of Federal Contract Compliance Programs (OFCCP) are notisolated and are likely to persist. To add to the confusion, existingscholarship on Ricci v. DeStefano often deems solutions to this paradoximpossible. Circumventive practices such as the 4/5ths rule further illustratetensions between too little action and too much action.  In this work, we give a powerful way to solve this hiring paradox that tracksboth legal and algorithmic challenges. We unpack the nuances of Ricci v.DeStefano and extend the legal literature arguing that certain algorithmicapproaches to employment are allowed by introducing the legal practice ofbanding to evaluate candidates. We thus show that a bias-aware technique can beused to diagnose and mitigate "built-in" headwinds in the employment pipeline.We use the machinery of partially ordered sets to handle the presence ofuncertainty in evaluations data. This approach allows us to move away fromtreating "people as numbers" to treating people as individuals -- a propertythat is sought after by Title VII in the context of employment.

Don't let Ricci v. DeStefano Hold You Back: A Bias-Aware Legal Solution to the Hiring Paradox