加利福尼亚州颁布了自2025年10月1日起生效的大赦国际雇用规则,要求进行偏见测试、保持记录和遵守反歧视法。 California enacts AI hiring rules effective Oct. 1, 2025, requiring bias testing, recordkeeping, and compliance with anti-discrimination laws.

加利福尼亚州正在自2025年10月1日起实施新的人工智能雇用条例,要求雇主对自动系统有偏向的结果负责,即使使用第三方工具也是如此。 California is implementing new AI hiring regulations effective October 1, 2025, holding employers accountable for biased outcomes from automated systems, even when using third-party tools. 公司必须对AI进行歧视测试,在四年内保存详细记录,确保遵守反歧视法律,包括残疾住宿保护。 Companies must test AI for discrimination, keep detailed records for four years, and ensure compliance with anti-discrimination laws, including protections for disability accommodations. 这些规则适用于所有就业决定,由于算法漂移等风险,需要不断进行审计。 These rules apply to all employment decisions and require ongoing audits due to risks like algorithmic drift. 同时,全球企业正在增加人工智能投资,许多企业依赖人工智能进行关键业务,但面临数据质量差、工具零散、领导和技术团队之间不协调等挑战。 Meanwhile, businesses globally are increasing AI investment, with many relying on AI for critical operations, yet face challenges like poor data quality, tool fragmentation, and misalignment between leadership and technical teams. 尽管ROI期望很高,但全面企业部署仍然很少,各组织正在整合各种工具,改进数据做法,以提高AI的有效性和安全性。 Despite high ROI expectations, full enterprise deployment remains rare, and organizations are consolidating tools and improving data practices to enhance AI effectiveness and security.