算法就业歧视的法律规制  

Legal Regulation of Algorithmic Employment Discrimination

作　　者：黄脂 谭金可[1] Huang Zhi;Tan Jinke(School of Government Management,East China University of Political Science and Law,Shanghai,201620)

机构地区：[1]华东政法大学政府管理学院,上海201620

出　　处：《山东工会论坛》2023年第3期77-84,100,共9页Shandong Trade Unions＇ Tribune

基　　金：国家社科基金重大项目“国民卫生健康治理法制化研究”(项目编号:20&ZD187)的阶段性研究成果。

摘　　要：算法的应用在提高社会运行效率的同时,也带来了新的治理风险,由此引发的算法就业歧视问题日益受到学界的关注。与传统大数据算法相比,当代算法的自主性更高,获取和分析数据的行为难以受控,使得歧视行为的发生更为隐蔽,给反就业歧视法律规制带来新的挑战。算法的不透明性与复杂性加大了就业歧视的认定难度,当前法律缺乏对劳动者数据赋权和对用人单位应用人工智能算法的限制。在今后实践中可考虑从扩大就业歧视标准认定范围、保障劳动者对个人信息的知情权和控制权、明确用人单位对算法应用的解释义务,以及调整举证责任和建立算法审查体系四个方面着手,逐步完善我国算法就业歧视规制法律框架。The application of the algorithm not only improves the efficiency of human society,but also brings new governance risks,and the discrimination in the field of labor and employment caused by it is increasingly attracting much attention.Compared with the traditional algorithm,an ability of gathering and analyzing information in modern day algorithm has improved dramatically,which is difficult to control and makes the occurrence of discrimination more concealed.All the changes bring new challenges to the legal regulation of anti-employment discrimination.The opacity and complexity of the algorithm make it more difficult to identify employment discrimination.At present,the law lacks the restrictions on empowering workers’data and applying artificial intelligence algorithms to employers.Therefore,we should expand the scope of employment discrimination standards,ensure workers’control over personal information,clarify the employers’obligation to explain the application of the algorithm,and adjust the burden of proof and establish an algorithm review system in order to improve the legal framework of algorithmic employment discrimination regulation in China.

关 键 词：算法 算法歧视 就业歧视 法律规制 

分 类 号：D922.5[政治法律—民商法学] F241.4[政治法律—法学]