A Note by Ashley Morris
Download the full Note here.
Mobley v. Workday is a groundbreaking legal dispute that sits at the intersection of artificial intelligence (“AI”) and employment law. The key issues in Mobley are whether the use of algorithmic screening tools in hiring decisions, as implemented by Workday, result in unlawful disparate impact discrimination under the Title VII of the Civil Rights Act of 1964, (“Title VII”), under the Age Discrimination in Employment Act (“ADEA”), or under the Americans with Disabilities Act (“ADA”). Another key issue in Mobley centers around whether Workday can be held liable as employer’s agent for unlawful disparate impact discrimination under these three acts. While this case is still pending, it is among the first major cases to challenge algorithmic hiring under antidiscriminatory statutes. It could set precedent for how AI hiring systems are regulated in the U.S. While Mobley was filed in California, this note will examine the issues of employment discrimination and AI under Illinois’ Human Rights Act (“IHRA”). . . .