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Artificiell Intelligens i arbetslivet - Kan användningen av AI i rekryteringsprocesser minska risken för diskriminering?

Ibendorf, Anne LU (2024) HARN30 20241
Department of Business Law
Abstract (Swedish)
Användningen av Artificiell Intelligens har ökat de senaste åren och många arbetsgivare väljer att integrera AI i rekryteringsprocessen i syfte att vara kostnads- och tidseffektiva. Men användningen av AI medför betydande nackdelar såsom oavsiktlig diskriminering.
Uppsatsen syftar till att undersöka den rättsliga reglering inom diskrimineringsrätten när AI används i rekryteringsprocesser. Vidare kommer AI-förordningen att undersökas i syfte att studera om förordningen tillsammans med diskrimineringslagen kan anses vara tillräckligt heltäckande för att reglera användningen av AI i rekryteringsprocesser.
För att besvara uppsatsens frågeställning kommer gällande rätt att studeras, vilket innefattar diskrimineringslagen, AI-förordningen samt... (More)
Användningen av Artificiell Intelligens har ökat de senaste åren och många arbetsgivare väljer att integrera AI i rekryteringsprocessen i syfte att vara kostnads- och tidseffektiva. Men användningen av AI medför betydande nackdelar såsom oavsiktlig diskriminering.
Uppsatsen syftar till att undersöka den rättsliga reglering inom diskrimineringsrätten när AI används i rekryteringsprocesser. Vidare kommer AI-förordningen att undersökas i syfte att studera om förordningen tillsammans med diskrimineringslagen kan anses vara tillräckligt heltäckande för att reglera användningen av AI i rekryteringsprocesser.
För att besvara uppsatsens frågeställning kommer gällande rätt att studeras, vilket innefattar diskrimineringslagen, AI-förordningen samt annan EU-rättslig reglering. Även propositioner, rättsfall och doktriner har använts för att ge en heltäckande bild. För att få en bredare förståelse av AI:s funktion kommer vetenskapliga tidskrifter att användas.
Utredningens resultat visar att arbetssökande oavsiktligt kan diskrimineras då AI inte är lika objektivt som tidigare trott. AI kan bidra till att arbetssökande placeras i proxygrupper baserat på andra faktorer som hänför sig till personen. Ett sådant missgynnande skyddas inte enligt diskrimineringslagen trots att det skulle kunna likställas med en diskriminerande handling. AI-förordningen syftar till att säkerställa att annan EU-rättslig reglering på området kan efterlevas. Striktare krav kommer att ställas på arbetsgivaren att vidta aktiva åtgärder för att motverka diskriminerande handlingar på arbetsplatsen. Tidigare kunde arbetsgivaren frias från påstådd diskriminering om den arbetstagare som utfört handlingen inte hade befogenheter. Men med AI kommer arbetsgivaren inte längre frikännas från ansvar, vilket pekar på att arbetsgivarens ansvar nu kommer att sträcka sig längre. (Less)
Abstract
The use of Artificial Intelligence has increased in recent years and many employers choose to integrate AI into the recruitment process in order to be cost and time efficient. But the use of AI brings significant disadvantages such as unintentional discrimination.
The essay aims to investigate the legal regulation within discrimination law when AI is used within recruitment processes. Furthermore, the AI Regulation will be examined in order to study whether the Regulation together with the Discrimination Act can be considered comprehensive enough to regulate the use of AI in recruitment processes.
In order to answer the essay's question, current law will be studied, which includes the Discrimination Act, the AI Act and other EU legal... (More)
The use of Artificial Intelligence has increased in recent years and many employers choose to integrate AI into the recruitment process in order to be cost and time efficient. But the use of AI brings significant disadvantages such as unintentional discrimination.
The essay aims to investigate the legal regulation within discrimination law when AI is used within recruitment processes. Furthermore, the AI Regulation will be examined in order to study whether the Regulation together with the Discrimination Act can be considered comprehensive enough to regulate the use of AI in recruitment processes.
In order to answer the essay's question, current law will be studied, which includes the Discrimination Act, the AI Act and other EU legal regulations. Government bills, case law and doctrines have also been used to give a comprehensive understanding. Scientific journals will be used to gain a broader understanding of the functioning of AI and how its complexity can contribute to unintentional discrimination.
The results of the investigation show that job seekers can be unintentionally discriminated as AI is not as objective as previously thought. AI can place job seekers into proxy groups based on other factors related to the person. Such a disadvantage is not protected under Discrimination Act even though it could be equated as a discriminatory act. The AI Act aims to ensure that other EU legal regulations in the area can be complied with. Stricter requirements will be placed on the employer to take active measures to counter discriminatory acts in the workplace. Previously, the employer could be exempted from discrimination cases if the employee who carried out the act did not have authorisation. But with AI, the employer will no longer be exempt from responsibility, which means that the employer's responsibility will extend further. (Less)
Please use this url to cite or link to this publication:
author
Ibendorf, Anne LU
supervisor
organization
course
HARN30 20241
year
type
H1 - Master's Degree (One Year)
subject
keywords
Artificiell Intelligens, diskriminering, rekrytering, arbetssökande, proxy, AI-förordning
language
Swedish
id
9157791
date added to LUP
2024-06-04 12:26:54
date last changed
2024-06-04 12:26:54
@misc{9157791,
  abstract     = {{The use of Artificial Intelligence has increased in recent years and many employers choose to integrate AI into the recruitment process in order to be cost and time efficient. But the use of AI brings significant disadvantages such as unintentional discrimination.
The essay aims to investigate the legal regulation within discrimination law when AI is used within recruitment processes. Furthermore, the AI Regulation will be examined in order to study whether the Regulation together with the Discrimination Act can be considered comprehensive enough to regulate the use of AI in recruitment processes.
In order to answer the essay's question, current law will be studied, which includes the Discrimination Act, the AI Act and other EU legal regulations. Government bills, case law and doctrines have also been used to give a comprehensive understanding. Scientific journals will be used to gain a broader understanding of the functioning of AI and how its complexity can contribute to unintentional discrimination.
The results of the investigation show that job seekers can be unintentionally discriminated as AI is not as objective as previously thought. AI can place job seekers into proxy groups based on other factors related to the person. Such a disadvantage is not protected under Discrimination Act even though it could be equated as a discriminatory act. The AI Act aims to ensure that other EU legal regulations in the area can be complied with. Stricter requirements will be placed on the employer to take active measures to counter discriminatory acts in the workplace. Previously, the employer could be exempted from discrimination cases if the employee who carried out the act did not have authorisation. But with AI, the employer will no longer be exempt from responsibility, which means that the employer's responsibility will extend further.}},
  author       = {{Ibendorf, Anne}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Artificiell Intelligens i arbetslivet - Kan användningen av AI i rekryteringsprocesser minska risken för diskriminering?}},
  year         = {{2024}},
}