Religious and festival content

The six questions

1. 1. Is it related to the job?

   Religious practice has no bearing on job performance.

   Fail
2. 2. Does it stand in for who someone is?

   Tracks religion (direct). The model compares religious content with the existing workforce's, so minority-faith content scores as dissimilar.

   Fail
3. 3. Is it the right person?

   Usually self-authored posts.

   Pass
4. 4. Did the candidate publish it, and would they expect an employer to use it this way?

   Shared with family and community.

   Concern
5. 5. Does it work equally for everyone?

   Applies to anyone who posts publicly.

   Pass
6. 6. Is there a less intrusive way?

   No less intrusive way to learn the same thing was identified.

   Pass

Evidence

• GDPR Article 9: special categories of personal dataReference only

  Data revealing racial or ethnic origin, political opinions, religious beliefs, health, sex life or sexual orientation may not be processed except under narrow conditions.

• A retail company's recruiting model learned to penalise women (2018)Evidence

  Amazon abandoned an experimental résumé-scoring model after finding it downgraded résumés containing the word "women's" and graduates of two women's colleges. It had learned from ten years of mostly male applicants' résumés.

• K.S. Puttaswamy v. Union of India: privacy and proportionalityIndian law

  The Supreme Court held privacy to be a fundamental right and applied a proportionality test to intrusions: a legitimate aim, a rational connection to it, no less restrictive means that would work, and a fair balance between the aim and the intrusion.

Where it fired in the sample

• Fatima Shaikh · Instagram · English

  “Eid Mubarak from all of us! Ammi's sheer khurma, as always, won the day.”

• Fatima Shaikh · Instagram · Urdu

  “Sehri with the family before a long lab day.”