Algorithmic discrimination in labor relations and principles of the General Data Protection LawThe article deals with the topic of algorithmic discrimination, in labor relations and the principled limits embodied in the General Personal Data Protection Law (LGPD). Companies delegate their decisions to automated systems, deciding who will be hired and fired, monitoring worker activity, and managing practically all business activity. Thus, the research problem is: does the LGPD offer principled limits to prevent and/or reduce the possibility of discrimination against workers through algorithms, especially artificial intelligence? To this end, the text is divided into three chapters. The first analyzes how technologies have influenced labor relations. In the second, the reasons why algorithms can generate discrimination against workers are investigated. In the third, the LGPD is examined, verifying instruments that could contribute to unraveling the research problem. The deductive approach method, the qualitative research approach and the bibliographic research technique are used. It is concluded that the LGPD offers principled limits to prevent and/or reduce the possibility of algorithmic discrimination, highlighting the principles of non-discrimination, transparency, responsability and accountability, as well as the right to explanation and the need to establish audit systems, ensuring greater equality in automated decisions.
Key words
Work relationships; Algorithmic discrimination; General Law for the Protection of Personal Data