企業使用人工智慧之聘僱歧視問題研究──兼論對於現行反歧視法制之檢討

在現代的勞動世界中，人工智慧的採用已經成為了勞動生活的現實，COVID-19疫情下更助長了使用人工智慧之趨勢，越來越多企業紛紛運用人工智慧協助人才招募之工作。然而，現今之科技發展尚無法克服演算法偏見之問題，在勞動法之領域中所會面臨之問題為：當人工智慧所作成具有歧視結果之決策時，採用人工智慧之雇主應負何等責任？為能釐清此一問題，本文先簡介目前企業於聘僱程序中運用人工智慧選才之形式，探求其可能產生之歧視問題，並就雇主是否違反歧視禁止義務以及其所產生之民事賠償責任進行分析。

In the modern working world, the adoption of artificial intelligence (AI) has become a reality of working life. The COVID-19 epidemic has further encouraged the trend of using artificial intelligence, and more and more companies are utilising it to assist in talent recruitment.
However, the current technological development is still unable to overcome the problem of algorithmic bias. In the field of labour law, the problem that will be faced is: when AI makes decisions with discriminatory results, what responsibility should employers who use AI bear? To clarify this issue, this article first introduces the current form of AI selection by enterprises in the recruitment process, explores possible discrimination issues, and conducts a survey on whether the employer violates the prohibition of discrimination obligations and the resulting civil liability.