{"id":9428,"date":"2024-01-23T11:26:13","date_gmt":"2024-01-23T11:26:13","guid":{"rendered":"https:\/\/dailyai.com\/?p=9428"},"modified":"2024-01-23T11:41:20","modified_gmt":"2024-01-23T11:41:20","slug":"few-companies-apply-new-yorks-new-automated-ai-hiring-law","status":"publish","type":"post","link":"https:\/\/dailyai.com\/fr\/2024\/01\/few-companies-apply-new-yorks-new-automated-ai-hiring-law\/","title":{"rendered":"Peu d'entreprises appliquent la nouvelle loi new-yorkaise sur l'embauche automatis\u00e9e de l'IA"},"content":{"rendered":"<p><strong>La ville de New York est devenue la premi\u00e8re au monde \u00e0 adopter une loi r\u00e9glementant l'utilisation des outils de d\u00e9cision automatis\u00e9e en mati\u00e8re d'emploi (AEDT). Des chercheurs de l'universit\u00e9 de Cornell ont constat\u00e9 que les difficult\u00e9s d'interpr\u00e9tation et d'application de la loi font que peu d'entreprises s'en tiennent aux r\u00e8gles.<\/strong><\/p>\n<p>Les AEDT utilisent l'apprentissage automatique, la mod\u00e9lisation statistique, l'analyse de donn\u00e9es ou l'intelligence artificielle pour aider les employeurs et les agences pour l'emploi \u00e0 d\u00e9cider quel candidat embaucher, tout en rempla\u00e7ant la prise de d\u00e9cision discr\u00e9tionnaire.<\/p>\n<p>Ces outils utilisent l'IA pour traiter des piles de CV, analyser les sentiments ou les facteurs psychologiques d'un entretien, ainsi qu'une foule d'autres facteurs pour finalement dire : \"Embauchez ce type\".<\/p>\n<p>En raison des biais inh\u00e9rents aux mod\u00e8les d'IA, les AEDT peuvent faire preuve de partialit\u00e9 dans la s\u00e9lection des candidats \u00e0 l'emploi qu'ils recommandent, d'o\u00f9 l'introduction d'un syst\u00e8me d'information sur la qualit\u00e9 de l'emploi. <a href=\"https:\/\/www.nyc.gov\/assets\/dca\/downloads\/pdf\/about\/DCWP-AEDT-FAQ.pdf\" target=\"_blank\" rel=\"noopener\">Loi locale 144<\/a> (LL144).<\/p>\n<p>La loi, qui a \u00e9t\u00e9 promulgu\u00e9e le 1er janvier 2023 et dont l'application a d\u00e9but\u00e9 en juillet dernier, vise \u00e0 lutter contre le pr\u00e9judice potentiel que l'utilisation des AEDT pourrait causer aux demandeurs d'emploi marginalis\u00e9s.<\/p>\n<p>La loi stipule que les employeurs de la ville de New York peuvent utiliser les AEDT, mais qu'ils doivent faire v\u00e9rifier si leurs outils sont biais\u00e9s, publier les audits et informer les candidats \u00e0 l'emploi qu'ils utilisent l'outil dans leur processus d'embauche.<\/p>\n<h2>Comment la loi fonctionne-t-elle ?<\/h2>\n<p><a href=\"https:\/\/osf.io\/4y7d2\" target=\"_blank\" rel=\"noopener\">Des chercheurs de l'universit\u00e9 de Cornell ont constat\u00e9<\/a> que l'impr\u00e9cision de la d\u00e9finition de ce que sont les DEA et de leur mode d'utilisation peut \u00eatre \u00e0 l'origine d'un taux de conformit\u00e9 tr\u00e8s faible.<\/p>\n<p>Les chercheurs ont envoy\u00e9 155 \u00e9tudiants de premier cycle jouer le r\u00f4le de demandeurs d'emploi potentiels et n'ont trouv\u00e9 que 18 audits sur les pr\u00e9jug\u00e9s et 11 avis de transparence aupr\u00e8s de pr\u00e8s de 400 employeurs qu'ils ont analys\u00e9s.<\/p>\n<p>Les employeurs ne font-ils pas r\u00e9aliser d'audits ou ne publient-ils pas d'avis de transparence parce qu'ils n'atteignent pas le seuil d\u00e9fini par la loi ? Peut-\u00eatre, mais compte tenu de l'utilisation g\u00e9n\u00e9ralis\u00e9e des AEDT, c'est peu probable.<\/p>\n<p>Lucas Wright, candidat au doctorat et coauteur de l'\u00e9tude, a d\u00e9clar\u00e9 : \"Nous avons constat\u00e9 que, comme la loi laisse aux employeurs le soin de d\u00e9terminer si elle s'applique \u00e0 leur utilisation d'outils automatis\u00e9s de d\u00e9cision en mati\u00e8re d'emploi (AEDT), nous ne pouvons faire des affirmations que sur le respect de la loi, et non sur son non-respect\".<\/p>\n<p>Bien que l'id\u00e9e qui sous-tend la loi soit bonne, M. Wright a d\u00e9clar\u00e9 : \"Si la loi a cr\u00e9\u00e9 un march\u00e9 pour les auditeurs d'algorithmes ind\u00e9pendants et a conduit \u00e0 une certaine transparence, elle a en fait incit\u00e9 les employeurs \u00e0 \u00e9viter les audits\".<\/p>\n<p>Les outils d'IA vont \u00eatre de plus en plus utilis\u00e9s pour prendre des d\u00e9cisions d'embauche et, \u00e0 moins que des r\u00e8gles strictes n'y soient cod\u00e9es, les TEDA continueront \u00e0 perp\u00e9tuer les pr\u00e9jug\u00e9s qui figuraient dans leurs donn\u00e9es de formation.<\/p>\n<p>La LL144 est un bon d\u00e9but, mais elle ne dit pas ce qui doit se passer si un AEDT \u00e9choue \u00e0 un contr\u00f4le de partialit\u00e9. Elle pr\u00e9cise \u00e9galement que n'importe qui peut \u00eatre auditeur tant qu'il ne travaille pas pour l'employeur ou l'\u00e9diteur de l'AEDT.<\/p>\n<p>Les transgresseurs de la LL144 s'exposent \u00e0 des amendes comprises entre $500 et $1 500. La loi repose sur l'autor\u00e9gulation et ne donne pas au D\u00e9partement de la protection des consommateurs et des travailleurs (DCWP) de pouvoirs d'enqu\u00eate ou de d\u00e9couverte proactifs.<\/p>\n<p>Le faible taux de conformit\u00e9 n'est donc pas surprenant. Si les l\u00e9gislateurs veulent prot\u00e9ger les demandeurs d'emploi d'une IA potentiellement d\u00e9faillante qui d\u00e9ciderait de leur avenir, ils devront peut-\u00eatre revoir la LL144.<\/p>","protected":false},"excerpt":{"rendered":"<p>La ville de New York est devenue la premi\u00e8re au monde \u00e0 adopter une loi r\u00e9glementant l'utilisation des outils de d\u00e9cision automatis\u00e9e en mati\u00e8re d'emploi (AEDT). Des chercheurs de l'universit\u00e9 de Cornell ont constat\u00e9 que les difficult\u00e9s d'interpr\u00e9tation et d'application de la loi font que peu d'entreprises s'en tiennent aux r\u00e8gles. Les AEDT utilisent l'apprentissage automatique, la mod\u00e9lisation statistique, l'analyse de donn\u00e9es ou l'intelligence artificielle pour aider les employeurs et les agences pour l'emploi \u00e0 d\u00e9cider quel candidat embaucher, tout en rempla\u00e7ant la prise de d\u00e9cision discr\u00e9tionnaire. Ces outils utilisent l'IA pour traiter des piles de CV, analyser les sentiments ou les facteurs psychologiques d'un entretien, et toute une s\u00e9rie d'autres facteurs pour finalement dire : \"Embauchez ce...\".<\/p>","protected":false},"author":6,"featured_media":9430,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[88],"tags":[113],"class_list":["post-9428","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ethics","tag-jobs"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Few companies apply New York\u2019s new automated AI hiring law | DailyAI<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dailyai.com\/fr\/2024\/01\/few-companies-apply-new-yorks-new-automated-ai-hiring-law\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Few companies apply New York\u2019s new automated AI hiring law | DailyAI\" \/>\n<meta property=\"og:description\" content=\"New York City has become the first in the world to enact a law regulating the use of automated employment decision tools (AEDTs). Researchers from Cornell University found that difficulties with the interpretation and enforcement of the law result in few companies sticking to the rules. AEDTs use machine learning, statistical modeling, data analytics, or artificial intelligence to help employers and employment agencies decide which applicant to hire while replacing discretionary decision-making. 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