Podcast appearances and mentions of keith sonderling

Institute sends $8 million annually to New York Local librarians are campaigning against a March 14 executive order issued by President Donald Trump that could cripple a New York agency that distributes state funds to local libraries. The Institute of Museum and Library Services in Washington, D.C., which has a $290 million budget, sends federal money to cultural institutions and state library associations, including $8 million annually that funds the New York Division of Library Development. The DLD is responsible for distributing state aid to public libraries - including $70 million annually to those outside New York City - through regional organizations like the Mid-Hudson Library System, whose 66 members include the Howland in Beacon, the Butterfield in Cold Spring and the Desmond-Fish in Garrison. The DLD also oversees $45 million in state funds distributed each year for library construction projects. The Mid-Hudson Library System, which is based in Poughkeepsie and has a $3.74 million budget, provides support services, programming grants and negotiates discounted group licenses from software, e-book and database providers. "The absence of DLD staff to facilitate aid programs that impact us is our largest, immediate concern," said Rebekkah Smith Aldrich, executive director of the Mid-Hudson system. "Severe delays in receiving our operating aid could deplete our reserve funds and compromise our ability to pay our bills." Along with shared resources, the Howland library expects to receive $8,200 in grants from MHLS in 2025; Desmond-Fish, $4,000; and Butterfield, $54,000 for an HVAC project. "We pushed to finish the project so as not to incur additional costs as we were told by contractors that prices were set to increase in April due to tariffs" implemented by Trump, said Joanna Reinhardt, the director at Butterfield. "This was prior to learning of the IMLS news; we may have held off had we known." There are 762 public libraries in New York. Gillian Murphy, the director at the Howland, feels that same sense or uncertainty. "Grant money may not come through or will come late because lack of staff," she said. "We have construction grants that we rely on and who knows what will happen to those." The IMLS, created by Congress in 1996, is one of seven small agencies named in Trump's executive order, titled Continuing the Reduction of the Federal Bureaucracy. It directs that the agencies be "eliminated to the maximum extent consistent with applicable law." The acting director of IMLS, Keith Sonderling, said on March 20 that he planned to "revitalize" the agency and "restore focus on patriotism, ensuring we preserve our country's core values, promote American exceptionalism and cultivate love of country in future generations." The federal money sent to states by IMLS should be funded through October, Smith Aldrich said, but 60 of the agency's 70 employees have been placed on administrative leave, which "calls into question if this is happening. The Grants to States Program may need to be reauthorized this fall by Congress," which is a focus of lobbying. IMLS also distributes grants to museums. The Greater Hudson Heritage Network received $269,038 in 2024 to conserve 35 objects at 10 museums, including Maj. John Andre's flute at Boscobel in Philipstown. Catching Up with… The Howland Public Library (Beacon) The Julia L. Butterfield Library (Cold Spring) The Desmond-Fish Public Library (Garrison)

In this week's episode of The Chad & Cheese Podcast, hosts Joel Cheesman, Chad Sowash, and career expert J.T. O'Donnell unpack a whirlwind of industry news with their signature wisdom and wit. Kicking things off, they celebrate all-things Chicken Cock whiskey, Keith Sonderling's confirmation at the DOL, cry a little over layoff stories on TikTok and then dive into Remote's launch of Recruit, a new hiring tool billed as a breakthrough for sourcing global talent, though some question its lack of features despite the glossy promo video, sparking a debate on its real impact. Next, they tackle Deel's latest move—acquiring Safeguard Global's payroll division, its 11th buyout, bolstering its $12 billion valuation with a focus on global payroll expertise alongside prior grabs like PayGroup, PaySpace, and Atlantic Money; the gang muses if it's strategic stacking or overkill, hinting at a potential Workday mega-deal given their deepened partnership. The crew then shifts to iCIMS' winter release, featuring a GenAI chatbot, enhanced Indeed and LinkedIn integrations, and SMS upgrades, though layoff rumors cloud the vibe—Joel notes the company's fresh leadership under Eric Connors and Jason Edelboim might finally be finding its footing after a long period of competition from players like Paradox. Amazon's AI push grabs the headlines, with a new AWS group driving agentic AI to boost consumer apps and enterprise automation, prompting some to spotlight Alexa+'s evolution and wonder if “McHire” is making a comeback in this tech arms race against Microsoft and Salesforce. They also dissect the hype around Manus, Butterfly Effect's “agentic” AI with 138,000+ Discord fans, questioning if it's the future of job search or just noise—especially as Google's search relevance dips among Gen Z per a Vox Media survey. Wrapping up, J.T. takes on “career catfishing,” a Gen Z trend of accepting jobs then ghosting due to confrontation fears, with CV Genius' 2025 Future of Work Survey showing one in three Gen Zers admitting to it; she urges employers to adapt rather than stereotype, suggesting a simple email could replace awkward calls. Chapters 00:00 - Celebrating Eight Years of Podcasting 02:56 - Reflections on the Podcast Journey 05:50 - Insights from Congressional Hearings 09:12 - The Impact of Social Media on Job Loss 12:01 - Sponsorships and Promotions 14:57 - Industry News and Acquisitions 18:14 - Competitors and Market Dynamics 22:51 - The Evolution of Remote Work 27:53 - Challenges Facing Legacy Platforms 30:45 - Amazon's AI Investment and Future Prospects 35:10 - The Rise of Agentic AI 43:27 - Career Catfishing Among Gen Z

Confirmation hearing for Keith Sonderling, who is Trump's Nominee for Deputy Labor Secretary.For all your health and safety needs, visit us at our website safetywars.com, contact us at Jim@safetywars.com or 845-269-5772.We have a regular broadcast on Safety FM, listen to us on your favorite Podcast platform and video network as Safety Wars.Tune into Safety Wars on your favorite podcast and video network for this and other safety stories. visit us at safetywars.com. like and share us on social media.

(previously aired, had the wrong hearing) Troy Edgar for Deputy Secretary of Homeland Security Senate Confirmation Hearing: John Phelan for Secretary of the Navy Senate Confirmation Hearings: Stephen Miran for Chairman of the Council of Economic Advisers, Jeffrey Kessler for Under Secretary of Commerce for Industry and Security, William Pulte for Director of the Federal Housing Finance Agency, and Jonathan McKernan for Director of Bureau of Consumer Financial Protection Senate Confirmation Hearing: Keith Sonderling for Deputy Secretary of Labor President Trump's Bilateral Meeting with UK Prime Minister Keir Starmer Hearing continued for Keith Sonderling President Trump's joint Press Conference with UK PM Keir Starmer Hearing completed for Keith Sonderling

What could a second Trump administration mean for HR and labor law? In this episode ofWhat the Heck is Happening in HR?, we break down the key nominations shaping the future of the Department of Labor (DOL) and beyond. We'll explore Keith Sonderling's nomination for Deputy Labor Secretary, Lori Chavez-DeRemer's stance on protecting the PRO Act, and potential shifts in the National Labor Relations Act.We also discuss the Payroll Audit Independent Determination (PAID) program, what changes might come to the General Counsel for the National Labor Relations Board, and how AI is poised to become a priority in the DOL's future policies. Tune in to learn what these changes could mean for HR professionals and how to stay ahead of upcoming labor law developments.⁠Learn more about CTPE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Podcast Disclaimer⁠⁠⁠⁠⁠⁠#USF #Business #Upskill #Reskill #HR #2025 #Employee #President #Nomination #Nominee #LaborPolicy #DepartmentOfLabor #HRCompliance #WorkplaceLaw #KeithSonderling #LoriChavezDeRemer #PROAct #NLRB #PayrollAudit #ArtificialIntelligence #HRTrends #EmploymentLaw #FutureOfWork #HRLeadership

Onstage at Outsolve's HR Gumbo Conference in New Orleans, Keith Sonderling, the former Commissioner of the EEOC, joins Chad & Cheese to discuss major trends in employment discrimination and the evolving role of AI in HR. He notes a significant spike in discrimination charges post-recession, particularly age discrimination, followed by increases in sexual harassment, equal pay, and racial discrimination claims due to various societal movements and events. Sonderling highlights the broad applicability of the Executive Order on Cybersecurity across all sectors and the challenges of managing discrimination claims, especially with the rise in religious exemptions post-COVID vaccine mandates. He also addresses the complexities of returning to office post-pandemic, disability discrimination, particularly mental health claims, and generational workplace dynamics. The conversation delves into the legal implications of AI in hiring, emphasizing the need for bias audits and the potential for AI to reduce traditional hiring biases if properly implemented. Lastly, the guys touch on the legislative landscape for AI in HR and the risks of fraud in emerging tech like the metaverse, concluding with the importance of clear policies and verification processes to ensure fairness and compliance.

Onstage at Outsolve's HR Gumbo Conference in New Orleans, Keith Sonderling, the former Commissioner of the EEOC, joins Chad & Cheese to discuss major trends in employment discrimination and the evolving role of AI in HR. He notes a significant spike in discrimination charges post-recession, particularly age discrimination, followed by increases in sexual harassment, equal pay, and racial discrimination claims due to various societal movements and events. Sonderling highlights the broad applicability of the Executive Order on Cybersecurity across all sectors and the challenges of managing discrimination claims, especially with the rise in religious exemptions post-COVID vaccine mandates. He also addresses the complexities of returning to office post-pandemic, disability discrimination, particularly mental health claims, and generational workplace dynamics. The conversation delves into the legal implications of AI in hiring, emphasizing the need for bias audits and the potential for AI to reduce traditional hiring biases if properly implemented. Lastly, the guys touch on the legislative landscape for AI in HR and the risks of fraud in emerging tech like the metaverse, concluding with the importance of clear policies and verification processes to ensure fairness and compliance.

Onstage at Outsolve's HR Gumbo Conference in New Orleans, Keith Sonderling, the former Commissioner of the EEOC, joins Chad & Cheese to discuss major trends in employment discrimination and the evolving role of AI in HR. He notes a significant spike in discrimination charges post-recession, particularly age discrimination, followed by increases in sexual harassment, equal pay, and racial discrimination claims due to various societal movements and events. Sonderling highlights the broad applicability of the Executive Order on Cybersecurity across all sectors and the challenges of managing discrimination claims, especially with the rise in religious exemptions post-COVID vaccine mandates. He also addresses the complexities of returning to office post-pandemic, disability discrimination, particularly mental health claims, and generational workplace dynamics. The conversation delves into the legal implications of AI in hiring, emphasizing the need for bias audits and the potential for AI to reduce traditional hiring biases if properly implemented. Lastly, the guys touch on the legislative landscape for AI in HR and the risks of fraud in emerging tech like the metaverse, concluding with the importance of clear policies and verification processes to ensure fairness and compliance.

In a world where artificial intelligence and workplace technologies are revolutionising how we work, the stakes have never been higher. How can organisations harness these powerful tools while ensuring fairness, ethics and compliance in a rapidly changing landscape? In this episode of the Digital HR Leaders podcast, host David Green sits down with Keith Sonderling, former Commissioner of the United States Equal Employment Opportunity Commission (EEOC), to tackle these critical questions. With a front-row seat to the challenges and opportunities at the intersection of AI and employment law, together, David and Keith explore: The promises of AI in HR—and the hidden risks leaders need to watch for How the global regulatory landscape is shaping the use of AI in the workplace Who's accountable when AI gets it wrong—and how liability is determined What HR tech vendors and HR leaders must do now to stay ahead of evolving regulations Real-world advice for embracing innovation without compromising on ethics or compliance Whether you're an HR leader navigating the rise of AI, a tech innovator shaping the future of work, or someone passionate about building a fairer workplace, this episode, sponsored by TechWolf is a must-listen. TechWolf is an AI-powered solution focused on one mission: delivering reliable skills data for every role and every employee in your organisation. With TechWolf, companies like HSBC, GSK, IQVIA, Workday, and United Airlines have accelerated time-to-hire by 32%, boosted internal mobility by 42%, and saved around $1,000 per employee annually on talent management. Visit techwolf.com for more information. Links to Resources: Keith Sonderling: Keith Sonderling TechWolf: TechWolf MyHRFuture Academy: MyHRFuture Insight222: Insight222 Hosted on Acast. See acast.com/privacy for more information.

AI is not only the future of technology, but also business and very few organizations are not actively discussing whether and how to strategically implement AI strategies and tools. As AI technology advances at an extraordinary pace, staying ahead of the curve is essential for maintaining competitiveness and innovation.

When you apply for a job, AI is often part of the process whether you know it or not. With technology making more employment decisions, there are real questions about discrimination happening faster and more frequently, and who is to blame when it does. Keith Sonderling, who spent the past four years as a Republican commissioner from the Equal Employment Opportunity Commission tells host Steven Overly that the answers actually lie in existing employment laws, the ones written some 60 years ago. Learn more about your ad choices. Visit megaphone.fm/adchoices

Commissioner Keith Sonderling was confirmed by the U.S. Senate with bipartisan support as a Commissioner of the U.S. Equal Employment Opportunity Commission (EEOC) in 2020. Prior to this role, he served as the Acting and Deputy Administrator of the Wage and Hour Division at the U.S. Department of Labor. Before joining the Department of Labor in 2017, Commissioner Sonderling practiced labor and employment law in Florida. He currently lectures on employment discrimination at George Washington University Law School. At the EEOC, he prioritizes ensuring that AI and workplace technologies align with civil rights laws, and he has published extensively on the benefits and risks associated with AI in the workplace.In this conversation, we discuss:Commissioner Keith Sonderling's perspective on how AI is transforming HR and the role of the EEOC in regulating AI technologies in the workplace.The potential benefits of AI in reducing bias during employment decisions and its alignment with civil rights laws.Challenges in ensuring AI algorithms are designed and used properly to prevent discrimination in hiring and other HR processes.The importance of transparency and consent when using AI in hiring and promotion processes, including the emerging state and federal regulations addressing these issues.The role of employers in mitigating risks associated with AI by implementing self-regulation and bias audits before deployment.The complexities of holding different parties accountable for biased AI decisions, and why employers remain legally responsible for employment outcomes.ResourcesSubscribe to the AI & The Future of Work NewsletterConnect with KeithAI fun fact articleEliminating bias in hiring: AI and the Future of Work with Denise Hemke, Chief Product Officer at CheckrKeith Sonderling's Paper “Filling the Void: Artificial Intelligence And Private Initiatives” 

In the last year alone, the Equal Employment Opportunity Commission (EEOC) received nearly 81,000 charges of workplace discrimination. And here's a kicker – age discrimination made up a whopping 17.5% of those cases! This is not merely a fringe issue in our society.In today's episode, I sit down with Keith Sonderling, the EEOC commissioner, to explore the realities of workplace discrimination and the EEOC's role in safeguarding civil rights across the United States. Keith shares the EEOC's mission, which goes beyond enforcing anti-discrimination laws to educational initiatives that prevent discrimination and help employers and employees understand their rights and obligations. We're covering everything from the EEOC's birth during the Civil Rights Movement (talk about a dramatic origin story!) to the modern-day villains of age discrimination and AI bias in hiring. And trust me, some of these true stories from the workplace are pretty wild - and have resulted in some stiff penalties for the companies who got caught.So whether you're the one signing the paychecks, the HR guru trying to keep everyone in line, or just someone who wants to know their rights, this episode is for you. Join us for a conversation that's equal parts enlightening and entertaining – because who said learning about our civil rights in the workplace can't be fun?"If AI discriminates versus a human, the scale-ability of the discrimination is far greater than any one individual human can do. With just a few clicks, AI can eliminate millions of applications that the algorithm might identify as belonging to a protected class, amplifying bias on an unprecedented scale.”- Keith SonderlingIn This Episode:-The EEOC's role in preventing and remedying workplace discrimination-Common misconceptions about the EEOC's mission and operations-Scope and statistics of legal cases on discrimination-The rise of age discrimination cases: what qualifies as ageism-The impact of AI on hiring practices and potential risks for discrimination-Best practices for preventing age discrimination-Practical advice for employees facing discrimination and the steps they can takeAnd much more!Connect with Keith Sonderling:-LinkedIn: https://www.linkedin.com/in/keith-sonderling -Twitter (X): https://twitter.com/ksonderlingeeoc-Website: https://www.eeoc.gov/keith-e-sonderling-commissionerConnect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly - https://www.youtube.com/channel/UCGrHwk-y7ERaq7bCSjZYf1A?sub_confirmation=1-Website: itgetslateearly.com - https://www.itgetslateearly.com/-LinkedIn:

In today's episode of the HR Leaders Podcast, we welcome Keith Sonderling, a Commissioner on the U.S. Equal Employment Opportunity Commission (EEOC). Keith shares groundbreaking insights into the integration of AI in HR and its legal implications, emphasizing the need for fairness and compliance in this tech-driven landscape.

On October 30, 2023, President Biden signed the most far-reaching presidential action in AI, Executive Order 14,110, Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence. The EO directs dozens of federal agencies to take over 100 discrete actions to implement it over eight distinct policy areas. The EO received significant attention and a broad range of responses from the regulated public and congressional policymakers. Moreover, the States have grown highly active in regulating AI. This panel will discuss the consequences of the EO on the federal executive branch, the federal legislative process, States, and the tech industry as well as independent federal agency AI regulatory action with an eye toward the opportunities and challenges to come.Featuring:Johnathan Smith, Vice President and Legal Director, MacArthur Justice CenterHon. Keith Sonderling, Commissioner, Equal Employment Opportunity CommissionerAdam Thierer, Senior Fellow, R Street Institute(Moderator) Prof. Aram A. Gavoor, Associate Dean for Academic Affairs and Professorial Lecturer in Law, The George Washington University Law School

"From the EEOC's perspective, whether an employment action, employment decision is made by a human or an algorithm, liability is going to be the same for those companies." "AI tools really have the ability to prevent discrimination, but at the same time, they have the ability to discriminate more than any one individual human being." -EEOC Commissioner Kieth Sonderling. Before we begin- Commissioner Sonderling requested that I share a link to this important report (Algorithms, Artificial Intelligence, and Disability Discrimination in Hiring).  While the report focuses on the Americans With Disabilities Act, the ideas put forth apply directly to employment decision making and is an important missive summarizing the government's position on the relationship between AI and foundational regulation related to concepts such as the ⅘ rule and disparate impact.   Summary: How lucky are we?  My guest for this episode is none other than the grand poobah of employment regulations in the US, EEOC commissioner Keith Sonderling.  The Commissioner has many great attributes that underlie his approach to the creation and enforcement of legislation critical to ensuring everyone gets a fair shake when it comes to employment opportunities.  But I think one of his greatest attributes is his mission to make himself accessible to all channels of media and communication, including humble podcasters such as myself.   In some sense, my big takeaway from our discussion is the idea that the more things change, the more they stay the same. By this I mean that the central tenets of fair and equitable hiring practices are immutable.  While the tools that support employment decision making have, and will continue to become infinitely more complex, ensuring that signals used for hiring decisions are job related, and thus free of systematic differences based on irrelevant factors, is all that matters. The Commissioner and I have a really awesome and enlightening conversation about the evolving landscape of government regulation on AI in hiring. We begin with a discussion about his career trajectory, his insights about the integration of AI within HR practices, and the critical balance needed between innovation and ethical considerations.  We have fun delving into the specifics of current regulatory frameworks, including the seminal Uniform Guidelines on Employee Selection Procedures and the recent developments in laws such as New York City's Local Law 144.  Commissioner Sonderling shares his perspective that the future of regulation will likely be driven by state initiatives rather than new federal legislation. Takeaways:State-Led Initiatives: Commissioner Sonderling highlights that while the federal government may not introduce new legislation soon, states like New York and California are likely to lead the way in regulating AI in hiring. Employers should stay informed about state laws and consider adopting best practices from these regulations proactively.Navigating a Patchwork Regulatory Environment: With states potentially leading regulatory efforts, HR professionals must prepare to navigate a patchwork of regulations that may vary significantly from one state to another. This emphasizes the need for adaptable compliance strategies.Existing Federal Standards: Even in the absence of new federal legislation, existing laws and standards, such as the EEOC's Uniform Guidelines on Employee Selection Procedures, still apply to AI-driven employment decisions. Organizations must ensure compliance with these standards to avoid legal pitfalls.Proactive Compliance through Audits: Commissioner Sonderling advises businesses to conduct regular audits of their AI systems to ensure compliance and prevent discrimination. These audits should be thorough and based on relevant data to identify and mitigate any biases in the system.Vendor Responsibility and Data Integrity: The discussion highlights the importance of holding vendors accountable for the AI tools they provide. Employers must ensure that their vendors comply with ethical and legal standards and provide necessary data for compliance checks.  We can expect vendors to be required to participate in 3rd party audits of their tools at some point in the near future.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Keith Sonderling, Commissioner at the EEOC , who talks about the legal implications of RTO mandates.You can learn about EEOC at https://www.eeoc.gov/

As artificial intelligence (AI) bounds ahead, many are rightfully concerned about the risks and ethical issues it raises. Perhaps some of the most practical of these is the potential that AI will be biased against minority populations because of deficiencies in the data used to build it. If true, this would have serious implications for human resources and hiring. Today, Brent sits down with Keith Sonderling, a commissioner on the Equal Employment Opportunity Commission, or EEOC. Sonderling delves into the challenges and opportunities presented by the integration of AI into the workplace, particularly in hiring and employment decisions. And he emphasizes the complexity of AI and the difficulty – yet necessity – of regulating it so that it can benefit everyone.We hope you enjoy this conversation.Mentioned in this EpisodeEqual Employment Opportunity Commission (EEOC)Fair Labor Standards ActFamily Medical Leave ActGoldman Sachs on AI's Impact on the Labor MarketWorld Economic Forum on AI's Impact on the Labor MarketNew York Local Law 144European Union AI ActOffice of Federal Contract Compliance Programs

We speak with EEOC Commissioner Keith Sonderling on the AI revolution that threatens to upend decades of work to equalize and diversify the workplace. He gives us his thoughts on the future and how the average person can work with their policymakers to engage with AI effectively and responsibly.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Keith Sonderling, EEOC Commissioner. We're talking the impact of AI and technology on HR and employment, including issues like remote work accommodations, discrimination claims, and the increasing use of generative AI. Sonderling breaks down the importance of considering the legal and ethical implications of AI in the workplace and urges HR pros to engage in the interactive process when addressing accommodation requests. He also discusses the rise in retaliation claims and shares details about the EEOC's first AI-specific case involving a hiring website. To learn more about the EEOC, visit www.eeoc.gov. Commissioner Sonderling can be found on LinkedIn at www.linkedin.com/in/keith-sonderling. To learn more about Fuel50, visit https://fuel50.com.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Keith Sonderling, EEOC Commissioner. We're talking the impact of AI and technology on HR and employment, including issues like remote work accommodations, discrimination claims, and the increasing use of generative AI. Sonderling breaks down the importance of considering the legal and ethical implications of AI in the workplace and urges HR pros to engage in the interactive process when addressing accommodation requests. He also discusses the rise in retaliation claims and shares details about the EEOC's first AI-specific case involving a hiring website. To learn more about the EEOC, visit www.eeoc.gov. Commissioner Sonderling can be found on LinkedIn at www.linkedin.com/in/keith-sonderling. To learn more about Fuel50, visit https://fuel50.com.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Keith Sonderling, EEOC Commissioner. We're talking the impact of AI and technology on HR and employment, including issues like remote work accommodations, discrimination claims, and the increasing use of generative AI. Sonderling breaks down the importance of considering the legal and ethical implications of AI in the workplace and urges HR pros to engage in the interactive process when addressing accommodation requests. He also discusses the rise in retaliation claims and shares details about the EEOC's first AI-specific case involving a hiring website. To learn more about the EEOC, visit www.eeoc.gov. Commissioner Sonderling can be found on LinkedIn at www.linkedin.com/in/keith-sonderling. To learn more about Fuel50, visit https://fuel50.com.

Keith Sonderling, Commissioner at the United States Equal Employment Opportunity Commission (EEOC), discusses how HR companies and employers are using AI, and the implications of this usage on employment law. He stresses the importance of governance and regulation to avoid discrimination, prevent HR biases at scale, and to ultimately uphold our civil rights. Key takeaways:  How to use machine learning to make HR decisions that were historically done by a human Examples of how AI and HR tech have already impacted every step in the employee lifecycle How the use of natural language processing can mitigate against discrimination in the hiring processes The work the EEOC is doing to ensure HR tech is being developed in a way that helps all employment decisions remain fair and non-discriminatory Guest bio:  Keith E. Sonderling was confirmed by the U.S. Senate, with a bipartisan vote, to be a Commissioner on the U.S. Equal Employment Opportunity Commission (EEOC) in 2020. Until January of 2021, he served as the Commission's Vice-Chair. Since joining the EEOC, one of Commissioner Sonderling's highest priorities is ensuring that artificial intelligence and workplace technologies are designed and deployed in a way that's consistent with long-standing civil rights laws. Commissioner Sonderling has published numerous articles on the benefits and potential harms of using artificial intelligence-based technology in the workplace, and speaks globally on these emerging issues. ---------------------------------------------------------------------------------------- About this Show: The Brave Technologist is here to shed light on the opportunities and challenges of emerging tech. To make it digestible, less scary, and more approachable for all! Join us as we embark on a mission to demystify artificial intelligence, challenge the status quo, and empower everyday people to embrace the digital revolution. Whether you're a tech enthusiast, a curious mind, or an industry professional, this podcast invites you to join the conversation and explore the future of AI together. The Brave Technologist Podcast is hosted by Luke Mulks, VP Business Operations at Brave Software—makers of the privacy-respecting Brave browser and Search engine, and now powering AI everywhere with the Brave Search API. Music by: Ari Dvorin Produced by: Sam Laliberte  

Keith Sonderling is the Commissioner of the U.S Equal Employment Opportunity Commission, (EEOC), who secured over $500 million annually for employees affected by discrimination. In this podcast, the Commissioner and SHL's Kristen Cooper discuss how to keep your organization compliant, the benefits reliable assessments bring to informing objective talent decisions, how technology and AI are impacting the hiring and management of talent, and the value Industrial and Organizational psychologists provide in building talent programs.

The U.S. Equal Employment Opportunity Commission (EEOC) has a broad mandate, policing discrimination in all aspects of employment. How does artificial intelligence (AI) change the equation? Commissioner Keith Sonderling discusses the role AI is already playing in employment and what's next, in terms of policy, technology, and market adoption.

On this episode of The Internship Show, we speak with Commissioner Keith Sonderling from the EEOC. Keith is the Commissioner of the United States Equal Employment Opportunity Commission (EEOC). He is also an Adjunct Professor & Lecturer in Law @ The George Washington University. And before the EEOC, Keith spent a few years at the U.S. Department of Labor, serving a number of distinguished roles. Keith discusses his career journey, how internships have evolved over the years, and more.

Keith emphasizes the importance of striking a balance that fosters progress without compromising compliance. He underscores the need for tech companies and businesses to understand the existing legal frameworks governing data usage and decision-making in the rapidly evolving tech landscape.

Introducing Keith E. Sonderling, a Commissioner at the U.S. Equal Employment Opportunity Commission (EEOC). In this episode of Marketer of the Month, Keith discusses responsible AI utilization, civil rights, and the evolving technology landscape. On The Menu: 1. Global Data Exchange: Enhancing Technology Regulations and Ethics 2. Data-Driven Equality: Addressing Discrimination through Collection and Analysis 3. Striking a Balance for Sensitive Information 4. The Rise of Data Collection: Navigating Sensitivity and Security 5. Collaborative Governance: Private-Public Cooperation for Innovative Regulations 6. Digital Democracy: Managing Censorship and Empowering Responsible Tech Development

With artificial intelligence growing in popularity, there also is a growing interest in regulating AI to both protect American rights and ensure the technology is used and deployed fairly. The Equal Employment Opportunity Commission has an inherent interest in shaping policies and enforcing laws to ensure the American workplace remains fair for all. Commissioner Keith Sonderling, a lawyer by trade, discusses the legal and federal interests behind how the agency is focused on AI, including what policies are ahead and what is already out there for employers who might be employing AI in workforce and hiring decisions.

Keith Sonderling, Commissioner at the United States EEOC illustrates the modern paradox of businesses trying to make sure they are on the right side of the law with regard to laws that haven't even been made yet!It is a situation unique to our contemporary world where technology is evolving so rapidly that governments aren't able to keep up with it. To see the entire episode when it releases, pre-register here: https://bit.ly/3VNZOV7

Artificial Intelligence (AI), once the stuff of science fiction, is now more than ever a part of everyday life, regularly affecting the lives of individuals the world over, sometimes in ways they may not even know. AI is increasingly used both in the public and private sectors for facial recognition, dataset analysis, risk and performance predictions, and much more, though how companies use it and the actual input it has can be unclear.Experts have warned that the expanded use of AI, especially in areas related to labor and employment, if uninvestigated, could pose serious issues. Some contend that the use of AI tools can help make hiring processes more efficient and perhaps remove human biases from the equations. Others note that while this may be an admirable goal, many AI tools have been shown to produce discriminatory outcomes. The opaque nature of how some of these AI tools operate further complicates matters, as how an AI came to a particular decision and the data it referenced may not be clear to the human reviewer, thus making the identification of discriminatory practices harder to identify.All of these issues, especially given the increasing use of AI tools in the hiring processes of many companies, raise several questions concerning AI's entrance into the Labor and Employment space. What benefits and challenges does using AI in hiring present? How can AI be used to combat discrimination? What happens when AI itself is discriminatory, how can that be identified and addressed? What statutes and regulations apply to AI, and do the existing legal and regulatory frameworks concerning anti-discrimination in labor and employment suffice to address the novel nature of AI?Featuring:Hon. Keith Sonderling, Commissioner, Equal Employment Opportunity CommissionVisit our website – www.RegProject.org – to learn more, view all of our content, and connect with us on social media. *******As always, the Federalist Society takes no position on particular legal or public policy issues; all expressions of opinion are those of the speaker.

Artificial Intelligence (AI), once the stuff of science fiction, is now more than ever a part of everyday life, regularly affecting the lives of individuals the world over, sometimes in ways they may not even know. AI is increasingly used both in the public and private sectors for facial recognition, dataset analysis, risk and performance predictions, and much more, though how companies use it and the actual input it has can be unclear.Experts have warned that the expanded use of AI, especially in areas related to labor and employment, if uninvestigated, could pose serious issues. Some contend that the use of AI tools can help make hiring processes more efficient and perhaps remove human biases from the equations. Others note that while this may be an admirable goal, many AI tools have been shown to produce discriminatory outcomes. The opaque nature of how some of these AI tools operate further complicates matters, as how an AI came to a particular decision and the data it referenced may not be clear to the human reviewer, thus making the identification of discriminatory practices harder to identify. All of these issues, especially given the increasing use of AI tools in the hiring processes of many companies, raise several questions concerning AI's entrance into the Labor and Employment space. What benefits and challenges does using AI in hiring present? How can AI be used to combat discrimination? What happens when AI itself is discriminatory, how can that be identified and addressed? What statutes and regulations apply to AI, and do the existing legal and regulatory frameworks concerning anti-discrimination in labor and employment suffice to address the novel nature of AI?Featuring:David Fortney, Co-Founder, Fortney & Scott LLC, & former Chief Legal Officer, U.S. Department of LaborProf. Aram Gavoor, Associate Dean for Academic Affairs; Professorial Lecturer in Law, The George Washington UniversityHon. Keith Sonderling, Commissioner, Equal Employment Opportunity CommissionModerator: Hon. Phillip Miscimarra, Partner, Morgan & Lewis, & former Chairman, National Labor Relations BoardVisit our website – www.RegProject.org – to learn more, view all of our content, and connect with us on social media. *******As always, the Federalist Society takes no position on particular legal or public policy issues; all expressions of opinion are those of the speaker.Visit our website – www.RegProject.org – to learn more, view all of our content, and connect with us on social media.

How should leaders approach AI for HR to advance employment opportunities for all? Commissioner Keith Sonderling of the US Equal Employment Opportunity Commission discusses his approach to AI in the workplace and what leaders should consider when implementing AI for HR solutions.

Live from Paris at UNLEASH World, the boys are on stage with Keith Sonderling, EEOC Commissioner & Oana Iordachescu Associate Director, Talent Acquisition - Technology Europe/Asia at Wayfair Deutschland. And they're talkin' A.I. issues in hiring, focused on Europe. We're always keeping you away from land mines, no matter the continent. What's more? How about a special show summary with fellow podcaster Matt “That British Guy” Alder? You're welcome. 

Live from Paris at UNLEASH World, the boys are on stage with Keith Sonderling, EEOC Commissioner & Oana Iordachescu Associate Director, Talent Acquisition - Technology Europe/Asia at Wayfair Deutschland. And they're talkin' A.I. issues in hiring, focused on Europe. We're always keeping you away from land mines, no matter the continent. What's more? How about a special show summary with fellow podcaster Matt “That British Guy” Alder? You're welcome. 

The CandEs Shop Talk Podcast welcomes Keith Sonderling, the Commissioner of the U.S. Equal Employment Opportunity Commission (EEOC). Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Keith Sonderling is a Commissioner of the U.S. Equal Employment Opportunity Commission (EEOC) and helped launch the EEOC's unprecedented Initiative on Artificial Intelligence and Algorithmic Fairness in 2021. In this episode, he shares guidance for employers on building, buying and employing AI programs in HR systems and shares his optimism on the unique opportunity we have at this moment to ensure a significant, positive impact in deploying AI technology.Subscribe to catch each new episode! Find us on Apple(https://podcasts.apple.com/us/podcast/in-ai-we-trust/id1563248151), Amazon, Spotify and all major platforms. To learn more about EqualAI, visit our website: https://www.equalai.org/ and follow us on Twitter: @ai_equal and LinkedIn (https://www.linkedin.com/company/equalai/?viewAsMember=true). Find the referenced WEF Toolkit on Artificial Intelligence for Human Resources here: https://www.weforum.org/reports/human-centred-ai-for-hr-state-of-play-and-the-path-ahead#report-nav).

In this episode, I'm sitting down with EEOC Commissioner Keith Sonderling. Our conversation ranged from federal civil rights to AI. We are also discussing why it's important for the EEOC and HR to work together to create significant change at work.

Artificial intelligence is growing fast as a technology to help companies hire the people they need faster. But it also has the potential to introduce bias on a record scale. That's according to attorney Keith Sonderling, who was appointed by former President Donald Trump to the Equal Employment Opportunity Commission in 2020. He's made fair use of AI a top priority, and he joined the Federal Drive with Tom Temin for more discussion.

Technology has been a great thing for recruiting, but there's a dark side. Namely, artificial intelligence. A.I. has made companies more efficient and effective, but it's also been a roadblock for job candidates and a hindrance for hidden workers to get ahead. EEOC commissioner Keith Sonderling joins the boys to give a high-level education on the current state of how the government is dealing with the questions around tech and employment.

Technology has been a great thing for recruiting, but there's a dark side. Namely, artificial intelligence. A.I. has made companies more efficient and effective, but it's also been a roadblock for job candidates and a hindrance for hidden workers to get ahead. EEOC commissioner Keith Sonderling joins the boys to give a high-level education on the current state of how the government is dealing with the questions around tech and employment.

Technology has been a great thing for recruiting, but there's a dark side. Namely, artificial intelligence. A.I. has made companies more efficient and effective, but it's also been a roadblock for job candidates and a hindrance for hidden workers to get ahead. EEOC commissioner Keith Sonderling joins the boys to give a high-level education on the current state of how the government is dealing with the questions around tech and employment.

In the second episode of the two-part discussion between EEOC Commissioner Keith Sonderling and David Fortney from FortneyScott, Commissioner Sonderling discusses the latest developments in how Artificial Intelligence (AI) is being used to assist in companies' employment decisions, challenges that AI can pose for compliance with the EEO laws, and the latest efforts by EEOC relating to AI. Includes great insights on the rapidly changing legal landscape for employers using AI to assist in hiring, promotions, layoffs, and a wide range of workforce decisions.

This week, listen in on EEOC Commissioner Keith Sonderling's discussion with David Fortney from FortneyScott in the first of an important and timely two-part podcast episode.  In this first episode, Commissioner Sonderling discusses the most recent developments at the EEOC, including how the Commission operates; litigation decision-making and votes by the Commissioners; how conciliation proceeds today following the Congressional rescission of the recent conciliation regulation; and, the latest on EEOC's Opinion Letters and Guidance on many key issues, including the COVID-19 pandemic.  

Torin and Julie jump right into this week's big DEIB stories. Amazon auto-enrolls you in internet sharing with your neighbors, EEOC Commissioner, Keith Sonderling, calls out the significant implications of programmatic and AI driven job advertising related to Federal Civil Rights laws, FINALLY. LinkedIN invests by increasing pay of ERG leaders. The US Senate continues to fail women with eight female senators voting against the Fair Paycheck Act. We continue our focus on bringing light to AAPI aggressions, including heartbreaking stories of being an "Interchangeable Asian." What is your take on this week's stories? Tell us on Twitter, FB and LinkedIn. Thank you to our sponsors and to the team at Evergreen! JobVite: Learn more at www.jobvite.com/catk Prepare yourself for Crazy and the King! Follow us on Facebook: https://www.facebook.com/CrazyAndTheKing Follow us on Instagram: https://www.instagram.com/crazyandtheking/ More on Torin and Julie: Julie: https://www.linkedin.com/in/juliesowashdisabilitysolutions Torin: https://www.linkedin.com/in/torinellis Cred: Production and Music by: Marcel "DjCellz" Boykin Image by Javier Rodriguez from Pixabay