A woman and man in the middle of a workplace discrimination lawsuit as a result of automation, an example of the ramifications the Uber Eats AI discrimination lawsuit could have on employers and employees.Artificial intelligence has permeated every aspect of life, especially in the workplace. One of the areas that have been impacted the most is employer hiring practices. However, the introduction of AI to streamline the hiring process has not just opened the door to potential harmful biases; employers are quickly learning that it has snowballed into opening the floodgates to potential litigation, as a recent Uber Eats AI discrimination lawsuit exemplifies. For employers and employees alike, it is crucial to understand the impact AI will have on workplaces and procedures.

As a thought leader, speaker, and commentator on AI in the workplace, my passion is informing the public about such groundbreaking changes to employment law. It is essential to understand these changes so that everyone can adapt to rapidly evolving workplace environments. So, let’s get into this recent lawsuit and its implications.

About the Uber Eats AI Discrimination Lawsuit

A recent Uber Eats AI discrimination lawsuit ended in a settlement that is poised to shape the landscape surrounding the use of AI in the workplace. This lawsuit alleged that facial recognition software used to access the work app was “racially biased.” 

Using the app is necessary to get work and payment. Pa Edrissa Manjang, who is Black, claims to have repeatedly suffered from difficulties stemming from verification checks that use AI and automated processes. Prior to his termination, Manjang had worked as an Uber Eats driver since November 2019. 

In 2021, however, the platform permanently suspended Manjang due to “continued mismatches” that resulted in failing facial recognition checks, which he alleged was the result of a racist algorithm that discriminated against him unjustly and prevented him from securing work. 

In October 2021, Manjang brought his claims to court. But Uber sought to have Manjang’s claims dismissed. The court denied Uber Eat’s request for dismissal after a May 2022 hearing, during which Uber Eats claimed they suspended Manjang’s account due to repeated flagging for unusual use of the app. 

The result of this case? A settlement for Manjang and a reality check for employers. 

Let’s get into the ramifications this could have on employment law. 

Related Article: Angela Reddock-Wright on CVS AI Discrimination Lawsuit

ARW: The Implications of the Uber Eats AI Discrimination Lawsuit

What the Uber Eats AI discrimination lawsuit makes abundantly clear is that artificial intelligence is incredibly complex and poses unique challenges for employees, employers, and lawmakers. 

But with so many similar lawsuits surfacing, the reality surrounding AI is crystalizing. As AI usage continues to increase, the potential for discrimination increases alongside it. Still, one thing that employers and employees must understand is that AI is not going anywhere. So, it is crucial to adapt. 

Big brands and companies will continue to perceive AI as a great solution to cut costs, streamline processes, and maximize efficiencies for a competitive advantage. 

As such, the discussion revolving around AI should not focus on whether or not it should be used. Instead, it’s important to create systems and regulations that ensure its use is transparent, fair, and open to challenge in the wake of such incidents of discrimination. 

Ultimately, employers must accept that, should they use AI, there is a degree of inherent risk of potential discrimination when using AI until further advances are made in this realm. It’s also important for employers to have a full and comprehensive understanding of the AI tools they deploy.

If anything, this lawsuit demonstrates how important it is to operate with extreme caution and avoid using automated systems rushed to market. Algorithms used by these tools could include imperceptible discriminatory processes that result in biased or discriminatory outcomes. 

Employers are encouraged to consider inclusivity when implementing AI software and tools for hiring and other practices. When relying on this type of automation, employers must take measures to prevent unlawful discrimination. 

Still, a larger issue has started to rear its head, and it centers around a simple question: How fit are our current laws to govern the use of AI in the workplace? Only time will tell what safeguards and enforcement measures will be put in place to protect employees.

Related Article: AI in the Workplace Series – Regulation Evolve for AI Hiring Practices & Potential Impact of AI on Employment Law Mediations

Thought Leader, Speaker, and Commentator on AI in the Workplace

AI has quickly begun to transform the landscape of employment law, and this technology is here to stay. Because such changes to employment law have a huge influence on the work environment and culture that employers and employees must operate within, understanding the potential implications of such automation in the workplace is crucial to protect employers and employees. As the Uber Eats AI discrimination lawsuit demonstrates, understanding these recent shifts is not a luxury. It is essential for businesses to have a firm grasp of these law changes and groundbreaking precedents to avoid liability, lawsuits, and costly mistakes, and it is crucial for employees to understand their rights. As a thought leader, speaker, and commentator on AI in the workplace and all aspects of employment law, I am uniquely positioned and qualified to provide expert insight and analysis on all employment law issues. These issues can be complex, so you need a seasoned legal professional to shed light on them. My passion is being a beacon in uncertain times of transition that provides that light. 

Related Article: AI in the Workplace Series – NYC’s Automated Employment Decision Tool Law & How It’s Addressing AI Bias

Angela Reddock-Wright: Thought Leader, Speaker, and Commentator on AI in the Workplace and Other Breaking Employment Law News

I am a former employment and labor law attorney turned mediator, ADR, and conflict resolution specialist who believes it is crucial to stay current with groundbreaking changes to employment law for employees and employers alike. My passion is educating the general public on recent developments in employment law and the workplace trends that impact them as a thought leader, speaker, and commentator on AI in the workplace and all aspects of employment law. My more than 20 years of experience as a media legal analyst and contributor have led to my own radio show on Tavis Smiley’s KBLA Talk 1580, “Legal Lens with Angela Reddock.” I also am a regular speaker and blogger on employment law and issues related to the workplace.




Also, learn more about my book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here – https://angelareddock-wright.com/book/.

For media inquiries, please reach out to josh@kwsmdigital.com.

For more information regarding mediation and dispute resolution resources for both employees and employers, connect with let’s connect on LinkedIn for new updates or contact me here. You may also follow me on Instagram.

This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.

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