{"id":256,"date":"2020-01-18T18:33:28","date_gmt":"2020-01-18T23:33:28","guid":{"rendered":"https:\/\/www.law.georgetown.edu\/gender-journal\/?page_id=256"},"modified":"2025-05-12T11:10:43","modified_gmt":"2025-05-12T15:10:43","slug":"employment-discrimination-in-the-digital-age","status":"publish","type":"page","link":"https:\/\/www.law.georgetown.edu\/gender-journal\/online\/volume-xxi-online\/employment-discrimination-in-the-digital-age\/","title":{"rendered":"Employment Discrimination in the Digital Age"},"content":{"rendered":"<p>In the wake of the #MeToo and Time\u2019s Up movements, employers are facing increased public pressure to diversify their workforce and implement best practices to solve persistent gender inequities that limit women\u2019s access to positions of power and influence. As one possible approach, many employers have embraced advancements in artificial intelligence (AI) and machine learning technologies to introduce \u201cobjective\u201d decision making into the hiring process. However, the data is often based on historical hiring data at a company, which can serve to replicate prior interpersonal, institutional bias.<\/p>\n<p>Keep Reading <a href=\"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-content\/uploads\/sites\/20\/2019\/10\/Final-Hinkle-Employment-Discrimination-in-the-Digital-Age.pdf\">Employment Discrimination in the Digital Age<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In the wake of the #MeToo and Time\u2019s Up movements, employers are facing increased public pressure to diversify their workforce and implement best practices to solve persistent gender inequities that [&hellip;]<\/p>\n","protected":false},"author":517,"featured_media":0,"parent":946,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"abstract.php","meta":{"_acf_changed":false,"_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"0","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":"","_tec_slr_enabled":"","_tec_slr_layout":""},"class_list":["post-256","page","type-page","status-publish","hentry"],"acf":[],"ticketed":false,"_links":{"self":[{"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/pages\/256","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/users\/517"}],"replies":[{"embeddable":true,"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/comments?post=256"}],"version-history":[{"count":2,"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/pages\/256\/revisions"}],"predecessor-version":[{"id":370,"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/pages\/256\/revisions\/370"}],"up":[{"embeddable":true,"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/pages\/946"}],"wp:attachment":[{"href":"https:\/\/www.law.georgetown.edu\/gender-journal\/wp-json\/wp\/v2\/media?parent=256"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}