算法決策場景中就業性別歧視判定的挑戰及應對

Challenges and Countermeasures of Judging Employment Gender Discrimination in Algorithmic Decision-Making Context

就業性別歧視對女性求職者受憲法所保護的平等權、勞動權造成現實的侵害風險。對就業性別歧視判定標準問題，學界已有較為豐富的研究，但傳統判定標準在算法時代遭遇適用困境。算法掩蓋下的就業性別歧視具有自主性、隱蔽性、延續性和結構性等特徵，這不僅可能對求職者的權利主張造成過重的舉證負擔，亦無法解決算法供應商等第三方主體的歸責問題。因此，應當從事前與事後兩個維度，探討對算法就業性別歧視進行有效規制的路徑。在概念界定上，應通過擴充就業性別歧視概念的外延，將算法就業性別歧視納入到反歧視法的規制範圍內，使新加入的算法供應商等第三方主體參與到責任分擔過程。通過在算法決策過程中引入技術性正當程序理論及其機制框架，搭建起權力主體配合下的“理解—參與”模式，借助合規審計追蹤、算法解釋等方式，有效控制算法就業性別歧視的風險，保障女性求職者平等權和人格尊嚴等權益。

Employment gender discrimination poses a realistic risk of infringement on female job seekers̓ rights to equality and labor rights protected by the Constitution. While there have been relatively rich studies on the criteria for determining gender discrimination in employment, the traditional criteria have encountered difficulties in the algorithm era. Employment gender discrimination under the cover of algorithms has the characteristics of autonomy, concealment, continuity and structure, which not only may impose an excessive burden of proof on the claims of job applicants, but also cannot solve the problem of third-party accountability as well. Therefore, it is necessary to explore the path of effective regulation of gender discrimination in algorithmic employment from the two dimensions. In terms of conceptual definition, by expanding the extension of the concept of gender discrimination in employment, gender discrimination in employment by algorithms should be included in the regulation of the anti-discrimination law, so that newly joined third-party subjects can participate in the process of responsibility sharing. By introducing the technological due process theory and its mechanism into the algorithmic decision-making process, an “ understanding-participation” model under the cooperation of power subjects could be established, so that the risk of gender discrimination in algorithmic employment could be effectively controlled by means of compliance audit trails and algorithmic explanations, and the equal rights and personal dignity of female job seekers may be better protected.