Bob Pulver speaks with Emily Scace, Senior Legal Editor at Brightmine, about the intersection of AI, employment discrimination, and the evolving legal landscape. Emily shares insights on how federal, state, and global regulations are addressing bias in AI-driven hiring processes, the responsibilities employers and vendors face, and high-profile lawsuits shaping the conversation. They also discuss candidate experience, transparency, and the role of AI in pay equity and workforce fairness. Keywords AI hiring, employment discrimination, bias audits, compliance, workplace fairness, age discrimination, Title VII, DEI backlash, Workday lawsuit, SiriusXM lawsuit, EU AI Act, risk mitigation, HR technology, candidate experience Takeaways Employment discrimination laws apply at every stage of the talent lifecycle, from recruiting to termination. States like New York, Colorado, and California are setting the pace with new AI-focused compliance requirements. Employers face challenges managing a patchwork of state, federal, and international AI regulations. Recent lawsuits (Workday, SiriusXM) highlight risks of bias and disparate impact in AI-powered hiring. Candidate experience remains a critical yet often overlooked factor in mitigating both reputational and legal risk. Employers must balance the promise of AI with the responsibility to ensure fairness, accessibility, and transparency. Pay equity and transparency represent promising use cases where AI can drive positive change. Quotes “Discrimination can happen at any stage of the employment process.” “Some state laws go as far as requiring employers to proactively audit their AI tools for bias.” “Employers can’t just outsource their hiring funnel and blindly take the recommendations of AI.” “Class actions often succeed where individual discrimination claims struggle — they reveal systemic patterns.” “Even if candidates don’t get the job, a little touch of humanity goes a long way in making them feel respected.” “AI has real potential to help employers get to the root causes of pay inequity and model solutions.” Chapters 00:00 – Welcome and Introduction 00:36 – Emily’s background and role at Brightmine 02:38 – Overview of employment discrimination laws 05:27 – AI and compliance with existing legal frameworks 07:20 – California’s October regulations and employer liability 09:54 – Employer challenges with multi-state and global compliance 11:26 – Proactive vs reactive approaches to AI bias 13:06 – EU AI Act and global alignment strategies 15:37 – High-risk AI use cases in employment decisions 18:34 – DEI backlash and its impact on discrimination law 20:59 – Age discrimination and the Workday lawsuit 27:34 – Data, inference, and bias in AI hiring tools 31:25 – Candidate experience and black-box hiring systems 33:33 – Bias in interviews and the human role in hiring 37:43 – Transparency and feedback for candidates 42:44 – AI sourcing tools and recruiter responsibility 47:52 – Risks of misusing public AI tools in hiring 50:12 – The SiriusXM lawsuit and early legal developments 54:08 – Candidate engagement and communication gaps 59:19 – Emily’s views on AI tools and positive use cases Emily Scace: https://www.linkedin.com/in/emily-scace Brightmine: https://brightmine.com For advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠