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In May, the commission released guidance on how AI hiring tools should comply with federal anti-discrimination laws.​​

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Additionally, the Colorado Anti-Discrimination Act prohibits employers from discriminating in matters of compensation against any person based on disability, race, creed, color, sex, sexual orientation, religion, age, national origin or ancestry.

Regular anti-discrimination training and sensitization programs, which adequately cover caste, can help ensure a broader collective understanding and act as a deterrent to those who might perpetrate caste inequalities.

This theoretical perspective might in some ways be considered an anti-strategic approach.

Sifting through the medical and pharmacy claims in the base year, you identify 75 employees with a depression diagnosis or who were on anti-depressants.

In recent history, the Lilly Ledbetter Fair Pay Act (2009) originated in response to pay secrecy and anti-transparency policies.

Additionally, the symbiosis between AI and PID is poised to challenge and redefine traditional pay administration approaches focused on simplicity and uniformity, paving the way for more nuanced, individualized and transparent approaches, starting a new evolution in how pay information is disclosed and pay is designed and managed.

For example, a study of a 2012 Swedish law that granted fathers more access to parental leave found that their partners’ need for prescription anti-anxiety medications decreased by 26% (Miller 2019).