Access your brain? The creepy race to read workers' minds (2023)

The increasing use of neurotechnology and AI in the workplace raises significant ethical and legal concerns regarding cognitive liberty. Employers are moving beyond traditional hiring methods, employing cognitive and personality assessments, and wearable technology to monitor employees' brain activity. These tools are marketed as ways to enhance hiring quality and reduce bias, yet studies indicate they may exacerbate racial disparities and disadvantage neurodiverse candidates. The U.S. Equal Employment Opportunity Commission is beginning to address these issues, proposing guidelines to prevent technology-related employment discrimination. There is a pressing need for regulations that protect workers' mental privacy and dignity, ensuring informed consent for cognitive assessments and regular audits of these tools to prevent discrimination. The author emphasizes that while these technologies may offer benefits, they should not infringe on workers' rights to privacy and freedom of thought.

- Employers are increasingly using neurotechnology and AI for hiring and monitoring employees.

- Cognitive assessments can lead to significant racial disparities and may disadvantage neurodiverse candidates.

- The U.S. Equal Employment Opportunity Commission is developing guidelines to address technology-related discrimination.

- There is a need for regulations to protect workers' mental privacy and ensure informed consent for assessments.

- The balance between technological benefits and workers' rights is crucial in the evolving workplace landscape.