6 free resources on this topic. Everything here is free and hand-picked. You can also search within this topic.
Colorado's 2024 law on high-risk AI systems, requiring developers and deployers to use reasonable care to avoid algorithmic discrimination. The official site blocked the automated check, but this is a public law.
Peter Kuhn and Trevor Osaki survey people on which kinds of hiring and pay discrimination they consider unfair, and why.
Why I recommend it: A working paper based on survey attitudes — it tells you what people think is fair, not what the law allows.
Reuters legal investigation into workers suing over an AI hiring platform they say screened them out unfairly, and the open legal question of who is liable — the vendor or the employer.
Why I recommend it: Reuters sometimes shows a paywall after a few free articles; open it in a private window if you hit it. Directly relevant if you use or evaluate AI screening tools in hiring.
A reporting channel for people who believe an automated system treated them unfairly, run by a European accountability nonprofit.
Why I recommend it: If a hiring or benefits algorithm has affected you or a client in Europe, this is where it gets documented.
The Black Wall Street Times covers an Institute for Women's Policy Research report on why roughly 600,000 Black women left the U.S. workforce, including public-sector cuts, caregiving load and hiring discrimination.
Why I recommend it: If your search feels harder than it should, this is the structural context — it helps separate market forces from personal performance.
What the ADEA actually protects, what employers may and may not ask, and how to file if a line is crossed.
In plain terms: This guide explains federal rules protecting workers and job seekers age 40 and older from age discrimination. You can use it to recognize illegal workplace practices, check reporting deadlines, and learn how to file a complaint.
Why I recommend it: Know the line. Most age bias is not illegal questioning, but it helps to recognize when it is.
