Newsworthy News - In 2025, artificial intelligence has become deeply embedded in American workplaces, with 78% of organizations using AI for hiring, performance reviews, and even terminations. Managers increasingly rely on algorithms to make decisions once reserved for human judgment, promising efficiency and cost savings. However, these systems often operate as “black boxes,” with employees and even leaders struggling to understand how conclusions are reached. This lack of transparency can erode trust and accountability, especially when careers and livelihoods are on the line.
Early adopters hoped AI would bring objectivity to workplace decisions. But as algorithms are trained on historical data, they can replicate and amplify existing biases—leading to unfair outcomes in recruitment and advancement. High-profile incidents, such as Amazon scrapping its AI recruiting tool for gender bias, illustrate the dangers. Employees often have little recourse when judged by opaque systems, raising questions about fairness and due process. Advocacy groups and legal experts have sounded the alarm, urging corporate and legislative action to address these risks before irreversible harm occurs.
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