UPDATE — JULY 2025: This article remains accurate and reflects the Office of Federal Contract Compliance Programs’ (OFCCP) April 2024 guidance, Artificial Intelligence and Equal Employment Opportunity for Federal Contractors, issued under President Biden’s AI Executive Order. While the guidance is still cited in some contexts, it has been withdrawn from official government websites after the January 2025 revocation of the order. The Trump administration has also proposed eliminating OFCCP entirely. Federal oversight of AI-related EEO compliance is now in transition.
ORIGINAL NEWS STORY:
Federal Contractors Navigate AI in Employment Decisions
In response to President Biden’s Executive Order on AI, the Office of Federal Contract Compliance Programs (OFCCP) has unveiled a comprehensive guide addressing AI in the context of Equal Employment Opportunity (EEO). With AI increasingly integrated into employment decision-making processes, the guide aims to clarify federal contractors’ legal obligations, promote EEO principles, and mitigate potential biases inherent in AI systems.
Guide Details
The guide defines AI as a machine-based system that makes predictions, recommendations, or decisions using human-set objectives. It explains how algorithms function as instructions that drive tools like resume screeners, interview platforms, and HR software.
AI can improve productivity, but it also introduces risks. OFCCP reminds contractors they must still meet EEO obligations. Contractors must treat applicants and employees fairly regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status—even when AI systems are in use.
The guidance also directs contractors to maintain records, protect confidentiality, and cooperate with OFCCP inquiries. They must provide reasonable accommodations for applicants and employees with disabilities, ensuring AI tools do not create unintended barriers.
Risks and Responsibilities
OFCCP highlights risks such as reinforcing inequality or excluding groups by mistake. For example, a resume scanner that rejects applicants with career gaps could disproportionately harm women or people with disabilities. To prevent this, contractors must validate their AI systems and address adverse impacts.
The agency also asserts authority to investigate AI tools during compliance reviews or complaints. It examines all hiring measures, including third-party AI systems. Contractors cannot shift responsibility to vendors; they remain accountable for outcomes and must share information during reviews.
Contractor Practices
The guidance also outlines best practices. Contractors should notify applicants and employees when AI tools are in use. They should standardize selection processes, track for bias, and train staff on AI systems. Vendors must be vetted for compliance with recordkeeping, data quality, and fairness standards. Contractors should also design or select AI systems that are accessible for people with disabilities and support inclusive practices.
Need Help?
Keeping track of the everchanging AI landscape can be tough, especially if you have questions and concerns about how it will impact you. Don’t hesitate to reach out to BABL AI. Their Audit Experts are ready to provide valuable assistance.
