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Skills4Good CEO Gets Published in Ethics & IT Journal

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Skills4Good AI is proud to announce that Skills4Good CEO & Co-Founder Josephine Yam’s AI ethics paper, “From human resources to human rights: Impact assessments for hiring algorithms”, was published in the prestigious peer-reviewed journal, Ethics and Information Technology.

She co-authored the paper with Prof. Joshua Skorburg, who is Co-Director, Centre for Advancing Responsible and Ethical AI (CARE-AI) and Philosophy Professor at the University of Guelph.

Josephine graduated from Stanford University Graduate School of Business’ Executive Program. She recently obtained her Master of Arts in Philosophy degree specializing in AI Ethics at the University of Guelph. Her AI Ethics degree strategically complements her Master of Laws degree that she obtained at the University of Calgary.

As an AI lawyer, AI ethicist and tech entrepreneur, Josephine leads Skills4Good AI in helping organizations achieve compliance, accountability & Responsible AI. Her online course “Intro to AI and Human Rights” is one of the three courses of the Skills4Good Responsible AI Program.


“Over the years, companies have adopted hiring algorithms because they promise wider job candidate pools, lower recruitment costs and less human bias. Despite these promises, they also bring perils. Using them can inflict unintentional harms on individual human rights. These include the five human rights to work, equality and nondiscrimination, privacy, free expression and free association. Despite the human rights harms of hiring algorithms, the AI ethics literature has predominantly focused on abstract ethical principles. This is problematic for two reasons. First, AI principles have been criticized for being vague and not actionable. Second, the use of vague ethical principles to discuss algorithmic risks does not provide any accountability. This lack of accountability creates an algorithmic accountability gap. Closing this gap is crucial because, without accountability, the use of hiring algorithms can lead to discrimination and unequal access to employment opportunities. This paper makes two contributions to the AI ethics literature. First, it frames the ethical risks of hiring algorithms using international human rights law as a universal standard for determining algorithmic accountability. Second, it evaluates four types of algorithmic impact assessments in terms of how effectively they address the five human rights of job applicants implicated in hiring algorithms. It determines which of the assessments can help companies audit their hiring algorithms and close the algorithmic accountability gap.”

You can access the paper here: https://doi.org/10.1007/s10676-021-09599-7