Japan — Act on the Protection of Personal Information (APPI) and equal-opportunity hiring
What it asks of employers
- Specify and tell candidates the purpose of collection. Specify the purpose for which you collect a candidate's personal data as concretely as possible, and notify them of it (or publicly announce it) at or promptly after collection; use the data only within that purpose.
- Correct inaccurate candidate information on request. When a candidate says information about them is wrong, correct it — in your applicant tracking system if the record is there, or by asking Amp to update information held in Amp, which Amp does through support on request.
- Give equal opportunity regardless of sex in hiring. Provide equal opportunity in recruitment and hiring regardless of sex, and don't use AI in a way that disadvantages a candidate on that basis; review Amp's bias-test and audit evidence before and while you use the tool.
What Amp does
- Amp answers candidate requests to see their data. When a candidate asks to see the personal data you hold about them, Amp gathers it so you can disclose it.
- Amp deletes candidate data on request. When a candidate asks you to delete their personal data or stop using it, Amp removes the data it holds so you can honor the request.
- Amp keeps candidate data only as long as it's needed. Amp follows your organization's retention policy and erases candidate data without delay once it's no longer needed for the purpose it was collected for.
- 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. This directly supports non-discrimination on the ground Japanese law names for hiring — sex, under the Equal Employment Opportunity Act; the race dimension is additional fairness evidence. Amp's bias test covers race and sex; other protected grounds remain your own assessment.