Spain — algorithmic-transparency duty for AI hiring (Workers' Statute art. 64.4.d)
What it asks of employers
- Tell the workers' representatives how the algorithm works. Inform the workers' representatives of the parameters, rules, and instructions the algorithm or AI system uses in decisions that can affect access to or retention of employment, including profiling; Amp's documentation package helps you produce this.
- Don't use AI that discriminates in hiring. You may not use AI that discriminates against a candidate on a protected ground in the employment relationship; 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 and to support the workers' representatives' review. Amp's bias test covers race and sex; other protected grounds remain your own assessment.
- Documentation of the algorithm's parameters and logic. Amp provides a tamper-evident package documenting the parameters, rules, and logic the scoring system uses, which you can share with the workers' representatives to meet the algorithmic-transparency duty.