Session details
AI development in this past decade has seen a fairly steep curve. But are persons with disabilities being equally taken along on this roller coaster ride? In this session we will discuss the opportunities and challenges that this new tech presents for persons with disabilities. Opportunities can include assistive technologies such as AI-powered tools like voice recognition, screen readers and predictive text enhance accessibility for people with visual, hearing or motor impairments. Further, they can create inclusive hiring processes: AI tools can adapt tests or interviews to individual accessibility needs, helping level the playing field for candidates with disabilities. AI can help reduce human bias in recruitment when properly designed, by focusing on skills and qualifications rather than personal attributes.
They can also create flexible work environments: AI-powered systems can help facilitate remote work, job customisation or workflow automation that accommodates different needs. Challenges can include biases in AI hiring tools: hiring and performance evaluation tools may inadvertently disadvantage candidates with disabilities due to lack of representation or implicit bias in algorithms. Further, there can be a lack of accessibility in AI systems: AI-powered systems (eg, chatbots, automated scheduling) may not be designed for assistive technologies like screen readers or voice control. There are also privacy and surveillance concerns: employees may feel pressured to disclose disabilities in environments where AI tracks health, mobility or productivity patterns. Finally, there are automation risks: routine or low-skill jobs, often held by persons with disabilities, are most at risk of automation.
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