인공지능과 고용차별의 법경제학 : 블라인드 채용과 베일의 역설을 중심으로

Regarding employment discrimination, from a traditional point of view, such discrimination is typically seen to be caused by unreasonable bias of potential employers. Based on the premise that bias is a main cause, policy suggestions have emerged, for instance, limiting the type and amount of the information about job applicants that can be made available in the context of employment decision-making, or limiting the discretion that employers may exercise when making an employment decision. On the other hand, from an information economics point of view, employment discrimination arises as a result of the interaction between, on the one hand, employers who have to consider recruitment costs, including screening costs, and, on the other hand, a rational choice of job applicants who would have to incur costs communicating relevant information. Recently, in the process of making employment decisions, artificial intelligence technology is being increasingly used. In this context, in general, restricting the availability of information may not be an appropriate solution to address the problem of employment discrimination. On the other hand, strict control is required for information of a type that is not relevant or that is sensitive in nature.