While I agree there should be regulations, there should be clear requirements instead of saying "bias". What does bias mean? To clarify, here are a few examples:
1. Gender bias
There is a widely used keyword-based gender bias measurement based on a study from 2011. The research claims that job ads with higher levels have more masculine words. This is based on a pre-defined list of masculine and feminine words [0][1]. Another Harvard study stated that women would only apply for jobs if they meet 100% of the requirements, while men would apply for 60% or less [2].
2. Racial bias
This might be more related to video interviews or based on name, age, or address in resumes. For resumes, there are tools already to anonymise resumes to ensure the focus is on experience instead of the person.
3. Disability
ADA (American Disability Act). According to this FAQ [3], "The ADA does not require employers to develop or maintain job descriptions. However, a written job description that is prepared before advertising or interviewing applicants for a job will be considered as evidence along with other relevant factors."
The list could go on, with age, sexual orientation, native speaker or not ... etc. That's why the expectations have to be clearly defined.
The law, as I understand it, will lock employers to their vendors as they will be required to keep data for auditing, which might incur more charges.
[0] https://gender-decoder.katmatfield.com/static/documents/Gauc...
[1] https://gender-decoder.katmatfield.com/about
[2] https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless...
[3] https://adata.org/faq/does-ada-require-employers-develop-wri....
1. Gender bias
There is a widely used keyword-based gender bias measurement based on a study from 2011. The research claims that job ads with higher levels have more masculine words. This is based on a pre-defined list of masculine and feminine words [0][1]. Another Harvard study stated that women would only apply for jobs if they meet 100% of the requirements, while men would apply for 60% or less [2].
2. Racial bias
This might be more related to video interviews or based on name, age, or address in resumes. For resumes, there are tools already to anonymise resumes to ensure the focus is on experience instead of the person.
3. Disability
ADA (American Disability Act). According to this FAQ [3], "The ADA does not require employers to develop or maintain job descriptions. However, a written job description that is prepared before advertising or interviewing applicants for a job will be considered as evidence along with other relevant factors."
The list could go on, with age, sexual orientation, native speaker or not ... etc. That's why the expectations have to be clearly defined.
The law, as I understand it, will lock employers to their vendors as they will be required to keep data for auditing, which might incur more charges.
[0] https://gender-decoder.katmatfield.com/static/documents/Gauc...
[1] https://gender-decoder.katmatfield.com/about
[2] https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless...
[3] https://adata.org/faq/does-ada-require-employers-develop-wri....