算法技术中的就业年龄歧视及其治理策略

Age Discrimination in Employment in Algorithm Technology and Its Governance Strategy

在当前的数字经济时代,算法技术在为人们带来各种便利的同时,也复制、延续甚至加剧了就业领域中的歧视现象。以招聘为例,雇主使用算法技术来决定雇佣谁的基本步骤主要包括:收集以往的员工数据,在收集的数据中指定预测的具体结果,建立一个寻找最佳预测结果的程序。在这一过程中,算法技术使得就业年龄歧视更加隐蔽,因而更容易导致高龄劳动者将雇主实施的就业年龄歧视行为内化为对自己的歧视。实践中,算法技术中的就业年龄歧视具体表现在以下三个环节:在数据输入环节,算法技术对高龄者的歧视很大程度上是社会上既存年龄歧视的再现;在数据分析环节,即使收集的底层数据是完整的、不具备偏见的,算法技术也有可能产生数据偏差,从而加剧对高龄者的就业年龄歧视现象;在数据输出环节,主要表现为网络招聘平台对高龄者的就业年龄歧视。为避免算法沦为异化的决策技术而减损高龄劳动者的平等就业权和生存尊严,我国应当及时出台专门的《就业年龄歧视法》,从而在形成尊重、珍惜高龄劳动者的社会环境和社会共识基础上,建立起包括明确算法技术设计者的多元代表性、增加雇主在算法就业年龄歧视中的证明责任、呼吁算法技术的透明性和可解释性以及规范和引导招聘平台的招聘行为等措施在内的多维度全方位的治理体系。

In the current era of digital economy,algorithm technology not only brings various conveniences to people,but also replicates,continues and even intensifies the discrimination in the field of employment.Algorithm technology makes age discrimination in employment more covert,making it easier for elderly workers to internalize the employer’s age discrimination in employment behavior as discrimination against themselves.In practice,age discrimination in employment in algorithmic technology is specifically manifested in data input,data analysis,and data output stages.China should promptly introduce a specialized“Age Discrimination in Employment Act”,and establish a multidimensional and comprehensive governance system based on this,including clarifying the diverse representation of algorithm technology designers,increasing employers’burden of proof in algorithm employment age discrimination,calling for transparency and interpretability of algorithm technology,and regulating and guiding recruitment behavior on recruitment platforms.