Algorithmic bias hurts people with disabilities, too.

“In doing this, employers must ask certain core questions. Does a hiring test evaluate factors that truly relate to the job in question? Does it assess candidates on their individual merits, rather than inferences about disability? Was the test designed and reviewed by people with diverse lived experiences, to identify potential barriers? Are candidates told enough about the methodology to know if they should seek an accommodation in testing—and is a meaningful accommodation available, and given equal weight? Many of these obligations are already established in our employment laws and the Americans With Disabilities Act. Employers and vendors must apply them—including asking themselves the central question of whether they should use the test at all.”