채용절차에 있어서 인공지능의 차별 문제 ― 미국과 한국의 비교를 중심으로 ―

In addition to increase of distrust of human prejudice and the rapid development of artificial intelligence, which has emerged as an alternative to overcome it, the spread of COVID-19 and the expansion of non-face-to-face interviews around the world have further accelerated the penetration of artificial intelligence into the labor world. However, there have been growing concerns that artificial intelligence judgments will spread discrimination through female discriminatory cases of Amazon's artificial intelligence recruitment tools, and the United States has actively considered ways to minimize discriminatory problems that artificial intelligence can bring in hiring procedures through Illinois's “Artificial Intelligence Video Interview Act,” New York City's “Automated Employment Decision Tools Law,” and the U.S. Employment Equality and Opportunity Commission's (EEOC) guidelines to prevent discrimination against people with disabilities. In the case of Korea, the revision of the Fair Hiring Procedure Act, aims to ensure fairness in the recruitment process through artificial intelligence, but the proposed bills lack a clear definition of artificial intelligence employment and sanctions in case of violation. Furthermore, beyond the enactment of law, I propose an in-depth study of discrimination that may arise from artificial intelligence employment and the need for research on how to regulate it.