Employers are increasingly utilizing artificial intelligence (AI) tools supplied by third-party vendors. Recently, the Equal Employment Opportunity Commission (EEOC) provided guidance indicating that, in its view, employers are generally liable for the outcomes of using selection tools to make employment decisions. Listen to learn about the EEOC’s new technical guidance titled, “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964,” and how the EEOC understands Title VII to apply to the use of algorithmic decision-making tools in employment decisions.