Passage (Q.13-Q.18): Amid recent hype around ChatGPT and generative artificial intelligence (AI), many areeager to harness the technology's increasingly sophisticated potential. However, findings from Baker McKenzie's2022 North America AI survey indicate that business leaders may currently underappreciate AI-related risks totheir organization. These days, AI-related progress and adoption is happening at an exponential rate – someargue too quickly. While this exponential growth has renewed focus on the use of AI, the reality is thatacademics, scientists, policy-makers, legal professionals and others have been campaigning for some timenow for the ethical and legal use and deployment of AI, particularly in the workplace where existingapplications of AI in the human resources (HR) function are abundant (e.g., talent acquisition,administrative duties, employee training). According to our survey, 75% of companies already use AI tools andtechnology for hiring and HR purposes of recognition of talent. In this new phase of generative AI, core tenetsaround AI adoption – such as governance, accountability, and transparency – are more important than ever, asare concerns over the consequences of poorly deployed AI. For example, unchecked algorithms can result inbiased and discriminatory outcomes, perpetuating inequities, and dampening workforce diversity progress. Dataprivacy and breaches are another concern, easily occurring through the non-anonymization and collection ofemployee data.Generative AI has also given way to new intellectual property (IP) considerations, raising questions aroundownership of both inputs and outputs from third-party programmes and subsequent copyright infringementconcerns. Broadly, we have seen governments and regulators making hasty efforts to implement AI-relatedlegislation and regulatory enforcement mechanisms. In the US, a key focus of emerging legislation will be onthe use of AI in hiring and HR-related operations. Litigation, including class actions, is also on the horizon. Weare already seeing the first wave of generative AI IP litigation in the US, and these early court decisions areshaping the legal landscape absent of existing regulation. Organizations who implement generative AI alsoshould assume that data fed into AI tools and queries will be collected by third-party providers of the technology.In some cases, these providers will have rights to use and/or disclose these inputs. As employers look to equipT
Question
Passage (Q.13-Q.18): Amid recent hype around ChatGPT and generative artificial intelligence (AI), many areeager to harness the technology's increasingly sophisticated potential. However, findings from Baker McKenzie's2022 North America AI survey indicate that business leaders may currently underappreciate AI-related risks totheir organization. These days, AI-related progress and adoption is happening at an exponential rate – someargue too quickly. While this exponential growth has renewed focus on the use of AI, the reality is thatacademics, scientists, policy-makers, legal professionals and others have been campaigning for some timenow for the ethical and legal use and deployment of AI, particularly in the workplace where existingapplications of AI in the human resources (HR) function are abundant (e.g., talent acquisition,administrative duties, employee training). According to our survey, 75% of companies already use AI tools andtechnology for hiring and HR purposes of recognition of talent. In this new phase of generative AI, core tenetsaround AI adoption – such as governance, accountability, and transparency – are more important than ever, asare concerns over the consequences of poorly deployed AI. For example, unchecked algorithms can result inbiased and discriminatory outcomes, perpetuating inequities, and dampening workforce diversity progress. Dataprivacy and breaches are another concern, easily occurring through the non-anonymization and collection ofemployee data.Generative AI has also given way to new intellectual property (IP) considerations, raising questions aroundownership of both inputs and outputs from third-party programmes and subsequent copyright infringementconcerns. Broadly, we have seen governments and regulators making hasty efforts to implement AI-relatedlegislation and regulatory enforcement mechanisms. In the US, a key focus of emerging legislation will be onthe use of AI in hiring and HR-related operations. Litigation, including class actions, is also on the horizon. Weare already seeing the first wave of generative AI IP litigation in the US, and these early court decisions areshaping the legal landscape absent of existing regulation. Organizations who implement generative AI alsoshould assume that data fed into AI tools and queries will be collected by third-party providers of the technology.In some cases, these providers will have rights to use and/or disclose these inputs. As employers look to equipT
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