The Hidden Biases of AI: What Disabled Job Seekers Need to Know

An individual stands in front of a large, illuminated 'AI' sign, surrounded by futuristic digital graphics and data displays, symbolizing the integration of artificial intelligence in modern technology.

Today, I’m diving into something that's been on my mind a lot lately: the role of artificial intelligence in hiring. AI has completely changed how we hire, making things quicker and more efficient than ever before. But as we jump on the AI bandwagon, we also need to talk about its potential downsides, especially when it comes to disabled candidates.

AI tools, like ChatGPT, have made hiring a lot smoother. They can zip through resumes, spotlight the good stuff, and flag any issues, making HR's job a lot easier. According to Bloomberg’s Sarah Green Carmichael, “Nearly half of recent hires used AI to apply for jobs, according to a survey by Resume Builder.” This is pretty huge, right? But let’s not kid ourselves—AI has its flaws.

A recent article by Gus Alexiou in Forbes highlighted an experiment by University of Washington researchers that found AI tools could be biased against resumes that mention disability. They compared a standard CV with six different versions, each highlighting different disability-related achievements. The results were pretty shocking: ChatGPT only ranked the disability-modified CVs higher than the control one 25% of the time. This means many qualified disabled candidates might be overlooked.

Commenting on the UW project, lead author Kate Glazko said, “Ranking resumes with AI is starting to proliferate, yet there’s not much research behind whether it’s safe and effective…. For a disabled job seeker, there’s always this question when you submit a resume of whether you should include disability credentials. I think disabled people consider that even when humans are the reviewers.” These types of biases often prevent disclosure of disability in the workplace, in all aspects—from being a candidate to an employee. Both humans and AI still have inherent biases that must be accounted for, and that starts with awareness and diverse perspectives in looking at the data.

This is where human oversight comes in. AI can help with hiring, but it shouldn’t replace human judgment. It’s like using a calculator—you need to understand the math first to know if the calculator’s answer is right. We still need humans to ensure that the AI’s decisions make sense. And even then, nothing is foolproof.

Survey data showed that many job seekers still needed to tweak their AI-generated content to avoid sounding like a robot, with 46% saying they edited the output “some” and only 1% not editing it at all. So, while AI is a handy tool, we can’t trust it blindly—whether you’re an applicant or a hiring manager.

As we move forward, we need to balance the speed and efficiency of AI with the essential human touch. Using AI as a tool rather than a replacement will help us create hiring practices that truly value the contributions of disabled candidates.

ChatGPT Is Biased Against Resumes Mentioning Disability, Research Shows

AI: The Game-Changer for Accessibility and Inclusion in the Workplace

A generative artificial intelligence cpu that emits colorful light, 3d rendering

Today, I want to explore the vital role of AI in disability advocacy, particularly in the realm of employment and remote work.

Dr. Victor Santiago Pineda, in his recent Forbes interview, emphasized, "The assistive technology of today is the mainstream technology of tomorrow." This profound statement encapsulates the potential of AI to revolutionize our approach to disability inclusion. AI-driven tools are not merely assistive technologies; they are catalysts for societal change, reshaping the landscape of employment and accessibility.

One significant area where AI has made a substantial impact is in facilitating remote work. Dr. Gleb Tsipursky noted in a recent article for The Hill that many government workers are unaware that they can use the ADA to work from home. This is a critical oversight, especially considering the benefits that remote work offers to individuals with disabilities. Personally, I have leveraged remote work to not only enhance my productivity but also to manage my chronic pain and mental health more effectively. The flexibility of remote work has been a game-changer, allowing me to maintain full-time employment while addressing my health needs.

While I have always been fortunate enough in my career to have some degree of remote work, the pandemic normalized what the disability community has always known—remote work enables greater participation. It's not about where the work gets done, but how, and with what collaborative tools.

AI-powered assistive technologies play a crucial role in making remote work feasible and efficient for people with disabilities. Tools like screen readers, voice recognition software, and AI-driven communication platforms have democratized access to work opportunities. These technologies enable individuals with disabilities to perform their jobs effectively, breaking down barriers that once seemed insurmountable.

However, the integration of AI in disability advocacy is not without its challenges. Ethical considerations must be addressed to ensure that AI applications are developed and implemented with the best interests of individuals with disabilities in mind. We must advocate for policies that promote the ethical use of AI, ensuring that these technologies are designed to enhance, not hinder, accessibility and inclusion.

As we navigate the complexities of AI in the workplace, it is essential to recognize its potential to transform the employment landscape for people with disabilities. By embracing AI-driven solutions, we can create a more inclusive and equitable work environment. This not only benefits individuals with disabilities but also enriches our workplaces with diverse perspectives and talents.

Dr. Victor Pineda Talks Championing Disability Inclusion, Accessibility As Innovation In Interview