data collection

American employers increasingly rely on large datasets and computer algorithms to decide who gets interviewed, hired or promoted. Pauline Kim, employment law expert, explains that when algorithms rely on inaccurate, biased or unrepresentative data, they may systematically disadvantage racial and ethnic minorities, women and other historically disadvantaged groups.

When a publicly traded company meets a pay-for-performance target, it may be lauded by Wall Street investors, however, new research from Washington University in St. Louis shows it can also be cause for concern.