Artificial Intelligence (AI) has been rapidly advancing in recent years and has the potential to revolutionise many aspects of our lives. However, as with any technology, there are also potential dangers that come with its use. One of the most concerning issues with AI is its potential for discrimination.

AI has the ability to process large amounts of data and learn from it. This makes it an incredibly powerful tool for decision-making. However, when AI is used to make decisions about people, it can perpetuate and even amplify existing biases and discrimination. For example, AI algorithms used in hiring processes have been found to discriminate against certain groups, such as women and individuals from different racial and ethnic backgrounds.

One of the main reasons for this is that AI algorithms are only as unbiased as the data they are trained on. If the data used to train an algorithm is biased, the algorithm will learn that bias and make biased decisions. This can result in discriminatory outcomes that are difficult to identify and address.

Another issue is that AI can be used to reinforce existing inequalities. For example, if an AI algorithm is used to make decisions about who is eligible for loans or insurance, it may perpetuate existing inequalities in access to these services. This can create a feedback loop where disadvantaged groups are further disadvantaged, while advantaged groups continue to benefit.

The danger of AI discrimination goes beyond just its impact on individuals. It can also have wider societal implications. For example, if an AI algorithm used in recruitment and shortlisting is biased against certain groups, it may result in unfair treatment and a loss of trust and faith in an organisation’s EDI mission and objectives.

To address the dangers of AI and discrimination, there are several steps that can be taken. First and foremost, it is important to ensure that the data used to train AI algorithms is unbiased and representative. This means that data should be collected from a diverse range of sources and should be carefully curated to avoid bias.

Secondly, it is important to develop and implement standards for ethical AI. This should include guidelines for the development and use of AI algorithms, as well as processes for auditing and testing algorithms for bias.

Finally, businesses and organisations also need to remember the implications of the UK GDPR in relation to the use of AI in decision-making, particularly in the area of automated decision making. Under the UK GDPR, automated decision-making is allowed, but there are strict requirements that must be met. For example, individuals have the right to human intervention in the decision-making process, the right to receive an explanation of how the decision was made, and the right to challenge the decision.

AI clearly has the potential to be a powerful tool for decision-making, but it also has the potential for discrimination. The dangers of AI discrimination are significant, and they have wide-ranging implications for individuals and society. It is going to be important for businesses and organisations to take steps to address these dangers and to ensure that AI is developed and used in an ethical and responsible way.

Disclaimer: the information set out above does not constitute legal advice and it is provided for general information purposes only. No warranty, whether express or implied is given and neither the author or Harrington Law shall be liable for any technical, editorial, typographical or other errors or omissions within the information provided.