Algorithmically Decisioning Job Hires and Terminations

Algorithmically Decisioning Job Hires and Terminations

Ponder for a minute if a robot determined your fate during the job hiring process. Would you be comfortable with that? Picture this: your bank statements, medical records, social media friends, and even your online shopping habits and leisure activities evaluated by an algorithm. Might this decision impact your employment chances? Fired, promoted, disciplined—all possible outcomes!

Yes, this might sound like a sci-fi movie, but it's not too far-fetched. 'Algorithmic management' is increasing, and more companies are using data from numerous sources for HR purposes. Warning alarm bells, however, as globally, there are minimal laws set in place to safeguard employees' privacy and data from misuse in the workplace. Trade unions must act and prioritize workers' data rights on their agenda to check management and governments' power and accountability.

Would an algorithm snub you because you're part of a union or hang out with certain people?

So, what exactly is data?

In essence, we're leaving an imprint of data everywhere we go—our online profiles, likes, comments, calls with customer service, visits to the doctor, GPS usage, and banking transactions. We easily surrender our personal information when we log onto complimentary Wi-Fi spots in coffee shops or transport hubs, and we've grown accustomed to free digital services that we often become irritated by apps with a small fee. The catch? We are paying with our personal data.

Surveillance, manipulation, and control

While our eyes have been opened by the exposure of how data was exploited to sway voters in elections like the US and Brexit, little attention has been paid to how data is (mis)used in the workplace. There's a sharp rise in the adoption of algorithms, data, and artificial intelligence (AI) in human resources and productivity planning. Companies are popping up that offer AI solutions to trim employee-related costs. From automated job applicant screening, extensive data collection to measure productivity, mood testing, figuring out what motivates you, and much more.

The union's response

It's crystal clear that unions must respond promptly. Collaborate, strategize, and organize is the way forward. Form alliances with like-minded groups, demand a stake in the data wealth, and lobby for workers' data rights on all levels: from collective agreements to national and international legislation and conventions. Campaign for the ILO, the UN's Human Rights Council, national governments, social partners, and companies themselves to take notice.

Are you managed by an algorithm? @CjColclough from UNI Global Union warns that 'algorithmic management is spreading' and cautions that data concentration puts companies in an uncomfortably powerful position economically, digitally, socially, and even politically @Blackburn_ICTUR.

UNI Global Union is actively working on these matters around the globe. We're discussing how unions can leverage the insights that datasets provide, fight against the monopolization of data ownership, and bring data into the public domain as a universal good—a resource accessible to all. Fundamental rights protection is crucial, but demanding collective data ownership is equally important.

In addition, UNI Global Union has authored two crucial documents:

1. Top Ten Principles of Workers' Data Privacy and Protection
2. Top Ten Principles of Ethical AI

These documents complement each other and outline the essential safeguards we must impose to prevent a future where workers are subjected to algorithmic decision-making beyond human control.

Unions across the globe must tackle these basic issues. We simply can't afford to rely on others to do the heavy lifting. Digital technologies are developing swiftly, and our ethical demands to them must be clear. We can't risk people being barred from employment or the job market due to a non-transparent algorithm that no one claims to control or rectify.

UNI Global Union believes that collective data ownership, ethical AI, and workers' data rights are the crux issues for unions. We must compel management and governments to accept responsibility. Only by taking action can we foster a digital work environment that is empowering, inclusive, and welcoming to all.

1. An algorithm could potentially determine an individual's employment fate, raising questions about comfort levels with such a process.
2. 'Algorithmic management' is increasingly being used by companies, evaluating various aspects of an individual's life for HR purposes.
3. Minimal laws exist globally to protect employees' privacy and data from misuse in the workplace, sounding warning alarm bells.
4. Trade unions must act urgently, prioritizing workers' data rights on their agenda to ensure management and government accountability.
5. Personal data is constantly being generated through online activities, customer service interactions, medical records, and banking transactions.
6. The adoption of algorithms, data, and artificial intelligence (AI) in human resources and productivity planning is on the rise, with companies offering AI solutions to cut employee costs.
7. Unions must collaborate, strategize, and organize to demand a stake in data wealth, fight against data monopolization, and lobby for workers' data rights on all levels.
8. UNI Global Union has authored two documents outlining essential safeguards to prevent algorithmic decision-making beyond human control: the Top Ten Principles of Workers' Data Privacy and Protection, and the Top Ten Principles of Ethical AI.

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