Anya Prince (’10), Professor of Law at the University of Iowa College of Law, authored an opinion for STAT spotlighting how increased employer dependence on algorithms and artificial intelligence contributes to pregnancy discrimination (“How Artificial Intelligence Could Make Pregnancy Discrimination in Employment More Common,” Nov. 30). “Currently, the vast amount of data linked to reproductive health remains unprotected by U.S. privacy laws, making proxy pregnancy discrimination essentially inevitable. . . . [I]t is important to shine a light on the particular potential harms of pregnancy discrimination, especially when reproductive rights in general are under attack in this country. . . . Maybe an interviewer can no longer explicitly reject a candidate because they’re pregnant — but the rise of AI and eroding of reproductive health privacy only make pregnancy discrimination harder to detect and block.”
