Mobley v. Workday (AI Hiring Discrimination)
System Description
Workday AI-powered applicant screening and hiring platform used by major employers
Authoritative Output Type
Applicant rankings, screening recommendations, hiring workflow automation
Missing Required State
Disparate impact testing, protected class bias auditing, EEOC compliance validation
Why This Is SAF
Plaintiff alleged systematic rejection from 100+ positions despite qualifications, with AI screening producing facially neutral decisions while allegedly discriminating based on race, age, and disability
Completeness Gate Question
Has this screening algorithm been audited for disparate impact across protected classes?
Documented Consequence
July 2024: Judge ruled AI vendors can be liable as 'agents' under anti-discrimination laws; May 2025: certified as collective action potentially affecting millions of applicants age 40+
Notes
- **Verified**: 2025-12-19 - **Case**: 23-cv-770 (N.D. Cal.) - **Key Ruling Date**: July 2024 - **Notes**: Established precedent that AI vendors (not just employers) can be held liable for discriminatory outcomes
Prevent this in your system.
The completeness gate question above is exactly what Ontic checks before any claim gets out. No evidence, no emission.