Italy — employment-law duties for AI hiring (Transparency Decree, anti-discrimination)
What it asks of employers
- Inform people about the automated decision-making system you use. Inform candidates and workers, in a clear and structured way, about the use of automated decision-making or monitoring systems in employment decisions, including the logic involved — the transparency the Transparency Decree requires.
- Don't use AI that discriminates in hiring. You may not use AI in recruiting or hiring in a way that discriminates against a candidate on a protected ground; review Amp's bias-test and audit evidence before and while you use the tool.
What Amp does
- Amp bias-tests scoring and applies it consistently. Amp regularly tests candidate scoring for bias across demographic groups (by race and sex) and uses the same job-related scoring for every candidate — evidence you can use for non-discrimination. Amp's bias test covers race and sex; other protected grounds remain your own assessment.
- Documentation of the automated decision-making system. Amp provides a tamper-evident package documenting how the automated screening system works — its purpose, logic, and the data it uses — which you can use to give people the information the Transparency Decree requires about automated decision-making systems.