Wrong on the face of it?

https://www.dailymail.co.uk/sciencetech/article-9163863/AI-app-allows-banks-screen-loan-applicants-face-voice-determine-trustworthiness.html

Sorry, our computer doesn't trust your face: New AI app will allow banks to deny or approve loan applicants by screening their face and voice to determine 'trustworthiness

… Tokyo-based DeepScore unveiled its facial and voice recognition app last week at the Consumer Electronics Show that is touted as a 'next-generation scoring engine' for loan lenders, insurance companies and other financial institutions.

While a customer answers 10 question, the AI analyzes their face and voice to calculate a 'True Score' that can be help companies with the decision to deny or approve.

Are they asking the EEOC to “find’ something wrong or ‘make’ something wrong?

https://www.natlawreview.com/article/senators-letter-to-eeoc-signals-scrutiny-ai-bias

Senators’ Letter to EEOC Signals Scrutiny of AI Bias

Ten U.S. senators are asking the U.S. Equal Employment Opportunity Commission to hone in on employers’ use of artificial intelligence (“AI”), machine-learning, and other hiring technologies that may result in discrimination.

The group of senators—Michael Bennet (D-CO) … jointly penned a December 8, 2020 letter to EEOC Chair Janet Dhillon. The letter urges that EEOC is responsible for combatting discrimination resulting from the use of hiring and other employment technologies. The senators voice concern about a number of hiring technologies, including:

“[T]ools used in the employee selection process to manage and screen candidates after they apply for a job”;

“[N]ew modes of assessment, such as gamified assessments or video interviews that use machine-learning models to evaluate candidates”;

“[G]eneral intelligence or personality tests”; and

“[M]odern applicant tracking systems.”

… This latest letter to the EEOC and the attention of the White House undoubtedly signal increased enforcement and regulatory activity on the horizon for employment-related uses of technology in the hiring and employment process. Employers should act now to evaluate their current and planned use of AI-based hiring and employment tools for potentially disparate impact on protected classes of workers. The scrutiny imposed on these tools by government agencies and lawmakers will only increase in 2021 and beyond.

I listened to Grace Hopper recommend that organizations replace COBOL at a conference in 1983. (Yes, I’m old) Imagine the thrill to find that the Social Security Administration still relies on it.

https://www.cpomagazine.com/cyber-security/in-an-uncertain-world-you-can-count-on-these-four-trends-in-2021/

In an Uncertain World, You Can Count on These Four Trends in 2021

… While 2021 feels largely uncharted, there are a few trends that are bound to define this year’s plans and investments. Companies that capitalize on these trends will position themselves not only to be competitive and stronger than ever, but to respond when the next disruption hits.

Reinforced mainframe recruiting and retention

A call for COBOL programmers

A shift towards value stream management

The hyperautomation takeover