Zoom goes for a blatant genAI data grab; enterprises, beware

Credit to Author: eschuman@thecontentfirm.com| Date: Fri, 11 Aug 2023 11:21:00 -0700

When Zoom amended its terms of service earlier this month — a bid to make executives comfortable that it wouldn’t use Zoom data to train generative AI models — it quickly stirred up a hornet’s nest. So the company “revised” the terms of service, and left in place ways it can still get full access to user data.

(Computerworld repeatedly reached out to Zoom without success to clarify what the changes really mean.)

Before I delve into the legalese — and Zoom’s weasel words to falsely suggest it was not doing what it obviously was doing — let me raise a more critical question: Is there anyone in the video-call business not doing this? Microsoft? Google? Those are two firms that never met a dataset that they didn’t love.

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Q&A: TIAA's CIO touts top AI projects, details worker skills needed now

Artificial intelligence (AI) is already having a significant effect on businesses and organizations across a variety of industries, even as many businesses are still just kicking the tires on the technology.

Those that have fully adopted AI claim a 35% increase in innovation and a 33% increase in sustainability over the past three years, according to research firm IDC. Customer and employee retention has also been reported as improving by 32% after investing in AI.

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EEOC Commissioner: AI system audits might not comply with federal anti-bias laws

Keith Sonderling, commissioner of the US Equal Employment Opportunity Commission (EEOC), has for years been sounding the alarm about the potential for artificial intelligence (AI) to run afoul of federal anti-discrimination laws such as the Civil Rights Act of 1964.

It was not until the advent of ChatGPT, Bard, and other popular generative AI tools, however, that local, state and national lawmakers began taking notice — and companies became aware of the pitfalls posed by a technology that can automate efficiencies in the business process.

Instead of speeches he’d typically make to groups of chief human resource officers or labor employment lawyers, Sonderling has found himself in recent months talking more and more about AI. His focus has been on how companies can stay compliant as they hand over more of the responsibility for hiring and other aspects of corporate HR to algorithms that are vastly faster and capable of parsing thousands of resumes in seconds.

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EEOC chief: AI system audits might comply with local anti-bias laws, but not federal ones

Keith Sonderling, commissioner of the US Equal Employment Opportunity Commission (EEOC), has for years been sounding the alarm about the potential for artificial intelligence (AI) to run afoul of federal anti-discrimination laws such as the Civil Rights Act of 1964.

It was not until the advent of ChatGPT, Bard, and other popular generative AI tools, however, that local, state and national lawmakers began taking notice — and companies became aware of the pitfalls posed by a technology that can automate efficiencies in the business process.

Instead of speeches he’d typically make to groups of chief human resource officers or labor employment lawyers, Sonderling has found himself in recent months talking more and more about AI. His focus has been on how companies can stay compliant as they hand over more of the responsibility for hiring and other aspects of corporate HR to algorithms that are vastly faster and capable of parsing thousands of resumes in seconds.

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