Algorithmic discrimination against women in the recruitment process

Artificial intelligence algorithms are increasingly used today in the establishment of employment relationship. This is because artificial intelligence tools make it possible to determine to whom recruitment advertisement is to be shown, to scan CVs, to reach passive candidates by pulling personal data from social media or different data points, to conduct online/video interviews with the candidates, and to subject the cognitive or emotional characteristics of candidates to algorithmic evaluations. While using these technologies, also known as ‘algorithmic recruitment’, accelerates human resource processes, saves time, reduces costs, and identifies the most suitable candidate(s), it also poses serious risks to prospective employees. This is because artificial intelligence technologies may be algorithmically biased toward candidates based on gender, race, personality traits, etc. In this context, discrimination against women is one of the most common types of algorithmic discrimination. The aim of this study is the examination of this problem from the perspective of human rights and labor law. Therefore, algorithmic discrimination against women in the context of recruitment, its causes, forms of occurrence, legal effects, and measures that can be taken will be discussed in light of comparative law and within the framework of current developments.