Artificial intelligence (AI) is creating new tools and opportunities for the employment of persons with disabilities. However, its application requires careful oversight and regulation. An article on the opportunities and challenges of AI in the field of employment has been published on the International Labour Organization (ILO) website.

There are approximately 1.3 billion persons with disabilities of working age globally, and seven out of ten are unemployed. Modern technologies can both expand and limit their opportunities in the labour market. AI creates additional prospects and enhances the functionality of assistive technologies. For instance, real-time captioning, speech-to-text conversion, and sign language avatars can serve as additional communication channels for individuals with hearing, speech, or visual impairments. For persons with cognitive conditions, AI can act as an assistant in work organization and time management.

However, significant risks exist in the use of AI for employment. Systems can perpetuate historical biases against persons with disabilities and create new forms of discrimination, leading to serious legal and ethical implications. For example, in candidate screening, AI may downgrade the ratings of applicants whose resumes mention awards related to disability. AI video tools that analyze non-verbal cues, such as eye contact and vocal intonation, can disadvantage individuals with speech or facial expression differences, misinterpreting their behavior.

To ensure the responsible use of AI in employment, the ILO advocates for adherence to several key principles:

·       Inclusive Design and Testing: Developers should involve persons with disabilities and accessibility experts in the AI creation and testing processes. This will ensure the seamlessness and accessibility of the technologies.

·       Human-in-Command Oversight: Employers must ensure human oversight over decisions aided by AI. Technology should complement, not replace, human decision-making. Clear accountability for any potential discriminatory outcomes must be established.

·       Capacity Building and Culture: Fostering an inclusive culture and enhancing the digital literacy of staff is crucial. HR professionals and managers should be trained in the ethical use of AI.

·       Robust Legal Frameworks: Strengthening the legal framework governing artificial intelligence is essential. Laws must protect persons with disabilities from potential discrimination through the use of AI in HR processes.

·       Accessibility by Design: When developing AI tools, it is vital to ensure their accessibility and inclusivity. This will help employers avoid discrimination and uphold inclusion principles.

International organizations are actively working on establishing ethical standards for AI application. They aim to ensure that technology fosters inclusion rather than creating new barriers for persons with disabilities.