AI导致新加坡就业歧视，怎么破?

以下是英文质询内容：

Mr Patrick Tay Teck Guanasked the Minister for Manpower whether the Ministry will consider introducing guidelines or regulations on employer's use of Automated Employment Decision Tools (AEDT), which are artificial intelligence technologies that substantially assist or replace discretionary decision-making in hiring or promotions, in order to prevent biases and including measures such as requiring companies to conduct a bias audit or to make disclosure where such tools are used to rank candidates or assess employees for promotion.

The Minister for Manpower (Dr Tan See Leng): Mr Speaker, regardless of the technological tools used to aid employment decisions, such as hiring or promotions, employers must comply with the Tripartite Guidelines on Fair Employment Practices, which promotes fair and merit-based employment practices.

If certain artificial intelligence (AI) use results in discriminatory employment practices, workers or job applicants can approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for assistance. TAFEP will work with the employer to address the grievances of the workers or job applicants and ensure that the employer’s recruitment or performance appraisal processes adhere to the principles of fair employment. To date, TAFEP has not received complaints of discrimination arising from the use of AI tools.

I would also like to caution that AI technologies are evolving at a fast pace. In deploying AI-powered human resources (HR) tools, organisations should refer to the guidelines introduced by the Government to support the responsible development and use of AI. The Government will continue to closely monitor the trends in AI adoption and work with our tripartite partners, the Institute for Human Resource Professionals (IHRP) and the broader HR community to regularly assess if existing guidelines and regulations are adequate.

Mr Speaker: Mr Tay.

Mr Patrick Tay Teck Guan (Pioneer): Mr Speaker, I thank the Minister for his response. Just one supplementary question on how we can better protect workers' data privacy when AI systems are used, especially in HR processes.

I am glad that the Minister has introduced the Workplace Fairness Bill as well as some of the measures and Tripartite Advisories, but can we ensure that workers' consent is obtained before their data is used for AI-driven decisions, including promotions, hiring, re-employment and layoffs?

Dr Tan See Leng: I thank the Member for his supplementary question. We certainly will take the Member's suggestion to continue to improve the processes and to tighten it.

As I have shared earlier on, the adoption of AI, the use of the multiple tools is proceeding at a fairly rapid pace. To be overly prescriptive, to be overly tight in terms of our regulations, I think it would not just be not practical, but I do not think at this particular point in time, given the stage of evolution of the entire AI industry, we can really catch up with them adequately.

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