Consider the following case: Amazons Artificial Intelligence (AI) Recruiting Tool Amazons Human Resources department was about to embark on a hiring spree: Since June 2015, the companys global headcount has more than tripled to 575,700 workers... So it set up a team... Their goal was to develop AI that could rapidly crawl the web and spot candidates worth recruiting The group created 500 computer models focused on specific job functions and locations. They taught each to recognize some 50,000 terms that showed up on past candidates resumes. The algorithms learned to assign little significance to skills that were common across IT applicants, such as the ability to write various computer codes The companys experimental hiring tool used artificial intelligence to give job candidates scores ranging from one to five stars They literally wanted it to be an engine where Im going to give you 100 resumes, it will spit out the top five In effect, Amazons system taught itself that male candidates were preferable. It penalized resumes that included the word womens, as in womens chess club captain. And it downgraded graduates of two all-womens colleges [T]he technology favored candidates who described themselves using verbs more commonly found on male engineers resumes, such as executed and captured Amazon edited the programs to make them neutral to these particular terms. But that was no guarantee that the machines would not devise other ways of sorting candidates that could prove discriminatory (Source: Dastin, J. Reuters. October 9, 2018)

Please create a thread and post 1 paragraph in this Discussion Forum. Include the following. 1st paragraph: As an ethical top executive at Amazon, how could you be most effective in designing policies for employees to use AI automated employment screening while observing gender bias issues and what would you say and do?