Abstract
Algorithmic human resource management (AHRM), the automation or augmentation of human resources-related decision-making with the use of artificial intelligence (AI)-enabled algorithms, can increase recruitment efficiency but also lead to discriminatory results and systematic disadvantages for marginalized groups in society. In this paper, we address the issue of equal treatment of workers and their fundamental rights when dealing with these AI recruitment systems. We analyse how and to what extent algorithmic biases can manifest and investigate how they affect workers’ fundamental rights, specifically (1) the right to equality, equity, and nondiscrimination; (2) the right to privacy; and, finally, (3) the right to work. We recommend crucial ethical safeguards to support these fundamental rights and advance forms of responsible AI governance in HR-related decisions and activities.
| Original language | English |
|---|---|
| Pages (from-to) | 346-360 |
| Number of pages | 15 |
| Journal | Business and Human Rights Journal |
| Volume | 9 |
| Issue number | 3 |
| DOIs | |
| Publication status | Published - Oct 2024 |
Bibliographical note
Publisher Copyright:© The Author(s), 2025.
Funding
The research of Marianna Capasso and Payal Arora reported in this work is part of the FINDHR (Fairness and Intersectional Non-Discrimination in Human Recommendation) project that received funding from the European Union's Horizon Europe research and innovation program under grant agreement No 101070212. Views and opinions expressed are however those of the authors only and do not necessarily reflect those of the European Union. Neither the European Union nor the granting authority can be held responsible for them.
| Funders | Funder number |
|---|---|
| European Union | 101070212 |
Keywords
- algorithmic bias
- algorithmic human resource management (AHRM)
- equality
- privacy
- right to work