The fight against employment-related discrimination has resulted in the elaboration of various legislation across Europe surrounding the publication of job descriptions online. Large companies and online publishers in the employment sector can now be held legally responsible for the presence of a discriminatory element within the text of a job ad. Textkernel’s semantic and Big Data technologies can help these stakeholders in automatically identifying possible discriminatory job descriptions that have to be reviewed.
A legal framework ever more restrictive
Several countries have enacted laws restricting the mention of age, gender, nationality, political leanings or religious beliefs in job ads. Hence, it has become critical to verify that each job published online complies with the law. This new workload can be manageable for SMEs with adequately staffed HR departments, but can quickly become insurmountable for larger companies advertising thousands of jobs each year or a job-board publishing tens of thousands of jobs every month.
Semantic technologies to process big data
Based on its experience in processing jobs and CVs, Textkernel develops tailored solutions to enable its clients to automatically detect elements in a job description that could be deemed discriminatory. Our development team has developed a powerful algorithm able to review thousands of jobs in minutes and flag those that could be considered discriminatory.
A neutral tool
While Textkernel solutions are not 100 percent foolproof, it can identify the large majority of potentially problematic job descriptions with a relatively low error margin. Other advantage: this tool is inherently neutral, meaning that contrary to humans, the algorithm has no preconceptions or value judgment. Choices made by the machine are therefore more objective and coherent and will help HR professionals take more impartial decisions.