ChatGPT Risks & Rules for HR Professionals: Using AI Without Violating Laws, Regulations, Ethics, or Privacy

If your team is using ChatGPT or any AI tool, you could be making decisions that regulators are watching closely, and plaintiffs’ attorneys would love to question. The tricky part is most of the risk is invisible. Learn how to harness ChatGPT without triggering compliance violations, discrimination claims, or regulatory scrutiny.

Nearly one in four organizations use artificial intelligence (AI) to support human resources (HR) functions. Unfortunately, if not controlled, ChatGPT and other AI tools can land you in legal and regulatory hot water. HR pros who use AI talent acquisition software may unwittingly discriminate against job candidates on the basis of race, disability, age, or gender thanks to built-in AI biases. Consequently, EEOC and DOJ have ramped up enforcement of civil rights and anti-discrimination laws related to workplace AI. Multiple city and state laws have been enacted to protect employees and job applicants from employment and hiring discrimination that can result from the use of automated employment decision tools (AEDT). 

This program will take a comprehensive look at AI risks, rules, records, and regulations facing financial institution HR professionals. Learn to use best practices-based AI/ChatGPT policy, training, and tech tools to maximize legal and regulatory compliance, manage AI use, and minimize discrimination claims and other risks. You will receive AI policy guidelines and records retention rules to help create an effective, strategic AI policy program for your financial institution.

NOTE: All materials are subject to copyright. Transmission, retransmission, or republishing of any webinar to other institutions or those not employed by your institution is prohibited. Print materials may be copied for eligible participants only.