2024年5月8日，新加坡人力部長陳詩龍醫生在國會書面答覆裕廊集選區議員陳有明，關於如何確保僱主使用的人工智慧系統不會導致歧視性招聘行為的問題。
以下內容為新加坡眼根據國會英文資料翻譯整理：
確保僱主使用的人工智慧系統不會導致歧視性招聘行為
陳有明（裕廊集選區議員）詢問人力部長：
(a) 有哪些保障措施可以確保僱主使用的人工智慧 (AI) 系統不會導致不公平或歧視性的招聘行為？
(b) 可以採取哪些措施來確保受人工智慧影響的招聘行為和人力資源決策的責任，包括將人力資源分析外包給使用人工智慧的承包商？
陳詩龍醫生(人力部長）：勞資政公平僱傭指導原則（Tripartite Guidelines on Fair Employment Practices）和即將出台的職場公平立法（Workplace Fairness Legislation）保護雇員免受工作場所歧視。如果僱主故意使用人工智慧（AI）做出歧視性決定，受影響的員工將受到保護，免受工作場所歧視，人力部（MOM）也可以對僱主採取行動。
與此同時，在招聘和其他人力資源決策中使用人工智慧可能會無意中導致歧視性的結果。為應對這一風險，政府已採取措施建立一個可信的環境，讓人們相信人工智慧的使用本身不會增加工作場所歧視的風險。這包括促進開發人工智慧監管模式框架（Model AI Governance Framework），以指導企業開發和部署人工智慧，並提供實際支持，如開源測試工具包，以根據國際公認的治理原則（包括公平性）驗證人工智慧系統的性能。如果某些人工智慧系統導致歧視性就業決定，可向勞資政公平與良好僱傭聯盟（Tripartite Alliance for Fair and Progressive Employment Practices）報告，該聯盟將與僱主合作，確保此類系統的使用符合工作場所公平原則。
以下是英文質詢內容：
ENSURING ARTIFICIAL INTELLIGENCE SYSTEMS USED BY EMPLOYERS DO NOT RESULT IN DISCRIMINATORY HIRING PRACTICES
Dr Tan Wu Meng asked the Minister for Manpower (a) what are the safeguards to ensure that artificial intelligence (AI) systems used by employers do not result in unfair or discriminatory hiring practices; and (b) what measures can be taken to ensure accountability for hiring practices and human resource decisions which are influenced by AI, including the outsourcing of human resource analytics to contractors that use AI.
Dr Tan See Leng: The Tripartite Guidelines on Fair Employment Practices and the upcoming Workplace Fairness Legislation protect employees against workplace discrimination. If an employer intentionally uses artificial intelligence (AI) to make a discriminatory decision, the affected employee will be protected from discrimination in the workplace and the Ministry of Manpower (MOM) can take action against the employer.
At the same time, the use of AI in hiring and other human resource decisions may unintentionally result in outcomes that are discriminatory. To address this risk, the Government has implemented measures to establish a trusted environment where people can have confidence that the use of AI itself does not add to the risk of discrimination in the workplace. This includes facilitating the development of Model AI Governance Frameworks to guide businesses in the development and deployment of AI and providing practical support, such as open-source testing toolkits, to validate the performance of AI systems against internationally recognised governance principles, including fairness. If certain AI systems result in discriminatory employment decisions, they can be reported to the Tripartite Alliance for Fair and Progressive Employment Practices, which will work with the employer to ensure that the use of such systems are in line with the principles of workplace fairness.
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