“We have been monitoring the rise of these with #MeToo,” Workplace Fairness senior adviser and attorney Paula Brantner told Bloomberg Law. “We’re trying to figure out if we can establish relationships.”
While hopeful, Brantner doesn’t want to see chatbots replace human interactions or listening only for “magic words” that might trigger a red flag for litigation potential in an interview.
“They’re important for a start, but I would hate to see them replace talking to someone who can really give you sound advice,” she said. “The question is, do the machines have the sophistication to ferret out conduct that might not be actionable harassment now, but the company would want to know about?”