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

Leading by Example: The Power of Allyship in Disability Inclusion

A line graph shows the steady employment rate for people with disabilities trending upward from 2010 and reaching record highs in 2023.

The landscape of disability employment is experiencing a transformative shift, marking an era of significant progress and inclusivity. Axios' Emily Peck reports a record 22.5% of people with disabilities were employed in 2023, reflecting a strong labor market and the empowering role of remote work. This transition is not merely an adjustment to a post-pandemic world; it represents a broader move toward genuine inclusivity, affirming that remote work is a crucial enabler for those traditionally marginalized in the employment sector.

Key Insights:

• The Bureau of Labor Statistics reports an increase in the disability rate among Americans to 12.5% in 2023, up from 11.7% in 2019.
• Labor force participation for disabled men and women has notably increased since 2019, highlighting a shift toward greater inclusion.
• Despite these gains, the unemployment rate for disabled workers was 7.2%  — about twice what it was for non-disabled workers, indicating persistent challenges in achieving full employment equality.

The expansion of the Disability Equality Index (DEI) to include more countries, as highlighted by HR Brew ™️’s Kristen Parisi, signals a growing global commitment to disability inclusion. Jill Houghton, president and CEO of Disability:IN, emphasizes the significance of senior leaders who "either openly identified as having a disability or being an ally for people with disabilities," illustrating that authentic leadership can catalyze profound organizational change.

Disability Employee Resource Groups, supported by the C-suite, are instrumental in fostering an inclusive work environment. These groups exemplify how investment in disability inclusion not only enhances corporate culture but also taps into a vast source of talent and market opportunity.

As we navigate the future, the journey toward disability inclusion will require a blend of innovative employment practices, committed leadership, and vibrant community engagement. By championing these changes, we can create workplaces where everyone, regardless of their abilities, can thrive.

Employment rate for Americans with disabilities reached record high in 2023

Navigating the Ableist Undertones of the Return-to-Office Movement

Two men in suits, sit across from each other at a conference table for a meeting.

October, a month dedicated to raising awareness about disability employment, has always been pivotal. But this year, it’s underscored by a concerning trend in the corporate world: the push to return to the office.

A recent article in Fortune by Paige McGlauflin and Joseph Abrams highlighted a startling reality: "90% [of CEOs] plan to reward those who work in person with favorable assignments, raises, and promotions.” This approach, while seemingly a strategic move to revitalize in-office culture, casts a shadow of exclusion over the disability community, particularly when we’ve seen the positive impact remote work has had on disability employment.

Since becoming full-time remote in 2020, I’ve experienced firsthand the energy conservation, reduced chronic pain, and enhanced focus that comes with remote work. It's not just a convenience; it's a necessity for many of us in the disabled community.

The pandemic brought an unexpected boon for us, enabling more disabled individuals to participate in the labor market effectively. But the current push for physical presence in the office, especially when tied to career progression, is not just a step backward; it’s a leap.

Julie Kratz, in her insightful Forbes article, emphasizes the importance of “practicing everyday acts of inclusion, shifting your language, getting respectfully curious, and staying committed to allyship long-term” But where does penalizing remote work fit into this inclusivity?

The disability community is not a monolith. Our needs, capabilities, and contributions are as diverse as we are. We’ve navigated a world that often forgets us, innovating and adapting, but the message sent by rewarding physical presence is clear: our efforts, adaptability, and skills are second to our ability to be present in the office.

It’s time to challenge this narrative. Let’s foster a dialogue that pushes companies to recognize value beyond physical presence, ensuring that disabled employees are not relegated to second-class citizenship in our own jobs.

CEOs are so desperate for a return to office that they’ll give employees who come back raises, promotions

The Remote Work Revolution: A Catalyst for Change in Disability Law

Photo of a young woman who is working from her home office, having the cutest and the cuddliest assistant - her pet dog.

As we celebrate Disability Pride Month, let’s talk about the seismic shift in the world of work - The Remote Work Revolution - and its impact on disability law.

The COVID-19 pandemic has been a game-changer. It has shown us that remote work is not only possible but can be highly effective. But did you know that this has also been influencing disability law?

According to a Bloomberg Law review from Robert Iafolla, employers who denied requests for telework as a disability accommodation used to prevail in nearly 70% of federal court rulings pre-pandemic. However, post-pandemic, this dropped to nearly 60%! 📉

Nicole Buonocore Porter, a disability law scholar at Chicago Kent College of Law stated, “Scholars and advocates had hoped the pandemic would have moved the needle more.” She emphasized that courts need to stop “too readily deferring to whatever the employer says.”

So, what does this mean for employees with disabilities?

It means that the collective experience of remote work during the pandemic is slowly changing perceptions. The notion that in-person attendance is always essential is being challenged. 🤔

However, we still have a long way to go. Many judges continue to apply a de facto presumption against allowing remote working, often siding with employers who insist on in-person attendance.

But here’s the kicker - the U.S. Department of Labor and the Job Accommodation Network announced in May that nearly half of workplace accommodations can be implemented at no cost to employers. This includes remote work!

As a disability advocate and someone who has personally benefited from remote work, I believe it’s high time that we embrace this revolution. Let’s work toward creating inclusive work environments that recognize the diverse needs of all employees.

Covid’s Remote Work Experience Is Slowly Changing Disability Law