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Studies show that employers with diverse workforces outperform homogenous organizations on such important measures as innovation, revenue and profitability. However, employers intent on fostering diversity must do it in a way that doesn’t discriminate against any specific group of applicants or employees.

The Department of Labor has issued its AI & Inclusive Hiring Framework, a new tool designed to support the inclusive use of artificial intelligence in employers’ hiring technology and increase benefits to disabled job seekers.

Illinois joins a fast-growing list of states, cities and municipalities that have passed some version of employee protection when employers use artificial intelligence to screen applicants or assess whether an employee is eligible for a promotion.

A federal court in Texas has issued a summary judgment in a case challenging the Federal Trade Commission’s rule that would have banned noncompete agreements.

Two federal courts have now weighed in on the FTC's noncompete ban, reaching opposite conclusions and setting up what could be a lengthy legal fight.

Hiring new employees at higher pay rates than incumbents is a common issue faced by HR professionals. It is exacerbated when labor markets are tight, as they are today.

AI skeptics and a growing cadre of plaintiffs’ attorneys argue that instead of preventing hiring bias, relying on an AI algorithm may actually bake discrimination into the selection process.

Do you check your organization’s job postings for inaccurate, inappropriate or illegal language? If not, you’re opening your organization to legal battles as shown in a recent case.

Courts rarely second-guess hiring decisions as long as they are based on objective, reasonable factors, backed with documentation as one case proves. Remind your managers the importance of proper documenting, even during hiring.

AI can sometimes lead to more discrimination, not less.