More than ever, organizations are feeling the pressure to disclose information from all sides – consumers, employees and regulators
Underlying this trend toward organizational transparency is a desire from stakeholders for accountability and meaningful change. But while transparency is undoubtedly a tool to achieving this, organizations will need to back information disclosure with effective governance
On October 30, 2023, President Biden issued a 63-page Executive Order to define the trajectory of artificial intelligence adoption, governance and usage within the United States government. The Executive Order outlines eight guiding principles and priorities for US federal agencies to adhere to as they adopt, govern and use AI. While safety and security are predictably high on the list, so too is a desire to make America a leader in the AI industry including AI development by the federal government. While executive orders are not a statute or regulation and do not require confirmation by Congress, they are binding and can have the force of law, usually based on existing statutory powers.
The Order directs a majority of federal agencies to address AI’s specific implications for their sectors, setting varied timelines ranging from 30 to 365 days for each applicable agency to implement specific requirements set forth in the Order.
The actions required of the federal agencies will impact non-government entities in a number of ways, because agencies will seek to impose contractual obligations to implement provisions of the Order or invoke statutory powers under the Defense Production Act for the national defense and the protection of critical infrastructure, including: (i) introducing reporting and other obligations for technology providers (both foundational model providers and IaaS providers); (ii) adding requirements for entities that work with the federal government in a contracting capacity; and (iii) influencing overall AI policy development.Continue Reading Biden’s Wide-Ranging Executive Order on Artificial Intelligence Sets Stage For Regulation, Investment, Oversight and Accountability
Special thanks to co-presenters Elizabeth Ebersole, Barbara Klementz, Dionna Shear, Amanda Cohen, Benjamin Ho, Jennifer Bernardo, Kaitlin Thompson, Marredia Crawford (Director, ID&E, Americas), Goli Rahimi, Paul Evans, Monica Kurnatowska and Blair Robinson.
Our team is busy advising multinational companies on employment law issues surrounding workplace
Special thanks to co-presenter, Marredia Crawford.
It’s common practice for companies to collect diversity data and use it to assist in analyzing the concrete benefits of current inclusion, diversity and equity (ID&E) efforts in the workplace, and for recalibrating ID&E goals. However, collecting and managing diversity data can be fraught with risk.
In this
We are pleased to share a recent World Economic Forum article, “Work can be better post-COVID-19. Here’s what employers need to know,” authored by Stephen Ratcliffe and Julia Wilson that discusses the following:
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We are pleased to share a recent SHRM article, “Restructuring Your Organization Post-Pandemic? Maintain DE&I Commitments,” with quotes from Mike Brewer. The articles discusses employers should be careful not to backtrack on progress made last year toward diversity, equity and inclusion (DE&I) as they prepare for a post-pandemic world, restructuring and reorganization to account for
