Abstract
As an increasing number of hiring(-related) decisions have been delegated to algorithms, the author explores the question to what extent EU non-discrimination laws, in combination with the General Data Protection Regulation (EU) 2016/679, provide (unsuccessful) job applicants with sufficient legal means to address any discriminatory or biased automated decision taken by an employer.
| Originalsprache | Englisch |
|---|---|
| Seiten (von - bis) | 45 - 53 |
| Fachzeitschrift | Ars Aequi |
| Jahrgang | 68 |
| Ausgabenummer | 1 |
| Publikationsstatus | Veröffentlicht - 2019 |