Although written for developers, this 11 minute video provides an easy-to-understand overview of the differences and connections between artificial intelligence (AI), machine learning (ML) and deep learning (DL). The video is a good primer to get started with the concepts and it explains how each can be applied in real-world technology. As seen in the graphic, this is all part of the Machine learning revolution happening now – and happening fast!

This video titled ‘2.1: Artificial Intelligence, Machine Learning, and Deep Learning’ is part of the Google for Developers content that is available on YouTube for free.

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Full disclaimer – I’m not a lawyer and this is not legal advice. This post is for awareness purposes only, so do your own research and get legal advice as needed!

Starting on July 5, 2023, New York City (NYC) started requiring employers using automated employment decision tools (“AEDT”) to complete yearly bias audits on the tools and post the results of the audits on the career sites.

This law has several notable elements.

• It is unusual for a city to pass this type of employment legislation that is usually handled at the federal level. City-specific regulations such as this one could quickly add up and become burdensome to employers across many locations.
• The definition of an AEDT is very broad. The NYC Law includes automated systems such as applicant tracking systems that are screening resumes within this definition.
• The law requires yearly bias audits on the AEDT systems AND the audits must the completed by an independent auditor (not the tool vendor and not the employer). This requires finding, contracting and paying an independent auditor for every impacted system and sustaining the process and cost of the process every year.
• The nature of a bias audit will also require sharing of sensitive personal and demographic data (gender, race/ ethnicity) between multiple vendors (tool vendor, employer, auditor) which heightens the risk of data leaks.
• The bias audit results must be posted on the career site or otherwise shared with NYC candidates.

Links

For more information, go straight to the source – see links below to NYC Law information.

Landing Page for NYC Law 144 – Start Here

Downloadable PDF of NYC Law 144 text

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In reality, this site is a way for me to keep track of all of the links and sites and ideas that pop up as I grapple with this ever changing topic. Due to my own background, the focus here will skew heavily toward use of AI in HR-related consulting work in the areas of industrial/ organizational psychology such as selection assessments, talent management and coaching.

Over time, this site should become a repository of information that can help you do your work. The blog is intended to showcase a variety of interesting AI tools and issues with some descriptive information and commentary. The Resources page is intended to house links and documents for evergreen information.

I’m not a lawyer and nothing on this site is legal advice. I’m providing information for awareness and links so you can investigate further on your own.

AI is a huge and exponentially growing field and this site will never cover everything. If you have a suggested topic or tool, use the Contact Us link to send it on.

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