AI Systems & Employment
Risks and Opportunities of AI, Smart Systems and Automation for Employment of Persons with Disabilities
Expert panelists Anhong Guo, Shari Trewin, Ben Tamblyn and Chancey Fleet give an introduction to AI and machine learning with a focus on how AI creates both barriers and new opportunities for persons with disabilities in the hiring, training and retention of employees.
November 3, 2020, 1:30 AM – 3:00 PM (EST)
Anhong Guo is an Assistant Professor in Computer Science & Engineering at the University of Michigan. He has also worked in the Ability and Intelligent User Experiences groups in Microsoft Research, the HCI group of Snap Research, the Accessibility Engineering team at Google, and the Mobile Innovation Center of SAP America.
Shari Trewin manages the IBM Accessibility Leadership Team, chairs the Association for Computing Machinery (ACM) Special Interest Group on Accessible Computing (SIGACCESS), and is a Distinguished Scientist of the ACM, a member of ACM’s Diversity and Inclusion Council.
Ben Tamblyn is the Director of Inclusive Design at Microsoft. He tells stories about Microsoft and the human impact of technology. Ben has worked in a wide range of marketing, design and technical roles, and has a passion for design, inclusion and potential impact of technology on the world.
Chancey Fleet was a 2018–19 Fellow at Data & Society and is currently an Affiliate-in-Residence whose writing, organizing and advocacy aims to catalyze critical inquiry into how cloud-connected accessibility tools benefit and harm, empower and expose disability communities. Chancey is also the Assistive Technology Coordinator at the New York Public Library.
Dr. Vera Roberts is Senior Manager Research, Consulting and Projects at the Inclusive Design Research Centre (IDRC) at OCAD University. Vera’s primary research area is generating a culture of inclusion through outreach activities and implementation of inclusive technology and digital sharing platforms.
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You will learn:
- How new innovative technology solutions can potentially mitigate hiring biases for people with disabilities
- How the “normative behaviour” screening is harming people with disabilities
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