This article explores algorithmic discrimination - what it is and how organizations can guard against it when using AI systems to aid in recruiting, hiring and other employment decisions.
By addressing compliance challenges proactively, even when legal obligations are uncertain, employers can discover opportunities to create strategic advantages.
Starting in 2026, Colorado businesses that use artificial intelligence (AI) in certain employment decisions will be required to take reasonable care to protect employees and job applicants from "algorithmic discrimination."
Updated statement and guidance to reflect the state’s ban on discrimination based on military status, effective May 16, 2024; and updated guidance to reflect amended definitions of pregnancy, childbirth or related medical conditions under the New Mexico Human Rights Act.