{"id":39655,"date":"2022-06-01T12:00:00","date_gmt":"2022-06-01T16:00:00","guid":{"rendered":"https:\/\/www.iposgoode.ca\/?p=39655"},"modified":"2022-06-01T12:00:00","modified_gmt":"2022-06-01T16:00:00","slug":"recent-privacy-regulations-concerning-automated-decision-making-systems-implications-on-ai-commercialization","status":"publish","type":"post","link":"https:\/\/www.yorku.ca\/osgoode\/iposgoode\/2022\/06\/01\/recent-privacy-regulations-concerning-automated-decision-making-systems-implications-on-ai-commercialization\/","title":{"rendered":"Recent Privacy Regulations Concerning Automated Decision-Making Systems: Implications on AI Commercialization"},"content":{"rendered":"\n
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\"\"Luna Li is an IP Innovation Clinic Fellow and a 3L JD Candidate at Osgoode Hall Law School.<\/em><\/p>\n

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Prior to the Covid-19 pandemic, academic discussions indicated that artificial intelligence (AI) would signify the fourth industrial revolution<\/a> with tangible economic benefits and potential privacy concerns<\/a>. With remote work becoming the new norm<\/a>, there is a growing reliance on digital technologies that lack sufficient transparency and legal oversight<\/a>. Nowadays, privacy concerns exceed personal information protection<\/a>.\u00a0<\/p>\n

With more businesses developing and using AI-based automated decision-making (ADM) systems, algorithmic discrimination (at work<\/a>, social media<\/a>, or public services<\/a>) has been in the spotlight (in both the public and governments\u2019 eyes). For instance, ADM systems may lead to bias against marginalized groups based on discriminatory historical data. Algorithms can adversely affect vulnerable populations through proxies<\/a>, even excluding protected characteristics. Specifically, AI could use certain career breaks as proxies to recognize women; or use postcodes\/names to identify visible minorities<\/a>.<\/p>\n

This article summarizes recent global privacy regulations focusing on algorithmic management.\u00a0 AI developers, licensors and licensees may benefit from reviewing these regulations and the business implications following the summary table.<\/p>\n\n\n\n\n\n\n\n\n
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Jurisdictions<\/strong><\/p>\n<\/td>\n

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Regulations (shortened title)<\/strong><\/p>\n<\/td>\n

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Keynotes <\/strong><\/p>\n<\/td>\n<\/tr>\n

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European Union<\/strong><\/p>\n<\/td>\n

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Proposal for Artificial Intelligence Act<\/a> (2021)<\/p>\n<\/td>\n

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Prohibitions on:<\/p>\n

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  • AI systems that are likely to cause \u201cphysical or psychological harm\u201d by deploying \u201csubliminal techniques\u201d or by exploiting vulnerable groups due to \u201cage, physical or mental disability\u201d.<\/li>\n
  • AI-based social scoring for general purposes by public authorities.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
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Proposal for a Directive on Improving Working Conditions in Platform Work<\/a> (2021)<\/p>\n<\/td>\n

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  • Enables platform workers to access relevant information about algorithmic decisions.<\/li>\n
  • Ensures human monitoring.\u00a0<\/li>\n
  • Gives the right to contest automated decisions.\u00a0<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
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The U.S.<\/strong><\/p>\n<\/td>\n

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California: Assembly Bill No. 701<\/a> (Warehouse Quota Law, 2022)<\/p>\n<\/td>\n

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Limitations on the use of quotas:<\/p>\n

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  • cannot prevent compliance with meal\/rest periods or occupational health and safety standards.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
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Canada<\/strong><\/p>\n

\u00a0<\/p>\n<\/td>\n

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Ontario: Bill 88<\/a>, (Working for Workers Act, 2022) <\/em>(1st<\/sup> reading on February 28, 2022)<\/p>\n

\u00a0<\/p>\n<\/td>\n

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Federal: Bill C-11<\/a> (Digital Charter Implementation Act, 2020) (2nd<\/sup> reading on April 19, 2021)<\/p>\n<\/td>\n

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Organizations to provide a(n):<\/p>\n