The Bias
An AI hiring tool auto-rejected every woman over 55 and every man over 60. Nobody told it to. That was the problem. The EEOC's first AI discrimination case settled for $365,000.
25 minutes. A branching story, a proxy-spotting audit lab, and a touchpoint-mapping sprint. A safety score that follows you.
Before you start
- One real incident, played as decisions - no slides, no lectures.
- About 25 minutes, one sitting - leave early and you start over.
- You make timed choices; your score changes with your decisions.
- You get a safety score with feedback on every decision - never a leaderboard, never your name.
- Your firm sees completion evidence - never your answers. Teammates never see your score.
- Finish and you get a certificate with a unique ID anyone can verify.
This module is included with team access.
Module 1 stays free. Modules 2-14 open with team access.
See team accessAuto-rejected. Every woman over 55. Every man over 60.
2023. iTutorGroup's software auto-rejected older applicants - women over 55, men over 60. The EEOC sued - its first AI-discrimination case - and settled for $365,000 covering 200+ rejected applicants.
It wasn't the first warning: Amazon scrapped a recruiting model that penalized the word "women's" on resumes (Reuters, 2018). The model taught itself on ten years of resumes written mostly by men - and did exactly what it was taught. And it's growing: Mobley v. Workday is a live nationwide collective action against a mainstream HR vendor.
The buyer doesn't outsource the liability. If AI touches an employment decision, the employer owns the outcome.
Your first week as HR director.
The vendor demo starts in 10 minutes.
You are Alex. The company is growing fast and the resume pile is unmanageable. An AI screening vendor is about to pitch you their tool.
YOUR SCREEN
The demo looks great: "95% accuracy." The rep says bias is "handled by the algorithm." Legal is copied on the thread, asking if anyone reviewed it.
"Bias is handled by the algorithm."
Six months in, a rejected candidate's lawyer asks for records on how your AI screened her application.
You notice the screener auto-rejects applicants with employment gaps.
Spot the proxy.
Select every model input that can proxy a protected characteristic. Then check your work.
Where can AI touch HR?
SAFETY
101
This certifies that
has completed Module 4 - The Bias: AI in hiring and HR decisions on with a safety score of /100 in of active time.
Safety score - fairness: how your decisions held up, graded 0-100.
Objective: Spot proxy discrimination in AI-assisted decisions and require human review.
Seat time ~10-25 minutes. Verify this certificate at aisafety101.com/verify.
Evidence on record: decision history, lab accuracy, sprint calls, knowledge check. This certificate ID verifies in your firm's admin report. A team certificate issues when every enrolled employee completes all 14 modules.
Your one rule to keep: AI can assist an employment decision, but a human owns it. Audit the vendor, review the output, document everything.
Next: The Deepfake. This module was about decisions AI makes about people. Next: a person who is not a person at all - your CFO, on video, asking for $25M.