“Whether get insurance, or what the rate for their insurance is, or legal decisions or employment decisions, whether you get fired or hired, could be up to an AI algorithm,” warns Democratic State Rep. Brianna Titone, one of the main Legislativein other laws, but applies to how AI is used in evaluating people for things like school applications, hiring, loans, access to health care or insurance.
Democratic State Rep. Manny Rutinel, another sponsor, said some provisions require companies to identify how algorithms could lead to discrimination and disclose how the data is used to train the systems. “So the states are clearly looking at each other to see how they can put their own stamp on the regulation,” said Helena Almeida, the vice president and managing counsel of ADP, which develops AI payroll services for a number of large companies.
“We really have so little insight into how companies are using AI to decide who gets jobs, who gets promotions, who gets access to an apartment or a mortgage or a house or healthcare. And that is a situation that just isn't sustainable because, again, these decisions are making crucial aspects that make major impacts on people's lives,” he said.
He said it's best decided by the federal government so there's a national approach and a level playing field. “I want to be clear in my goal of ensuring Colorado remains home to innovative technologies and our consumers are able to fully access important AI-based products,” he wrote.Michael Brent, of the Boston Consulting Group, works with companies as they develop and deploy AI systems to identify and try to mitigate the ways AI could harm communities.
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