Artificial intelligence is increasingly becoming integrated into the hiring process and employee management. Huge decisions are made, but job seekers/employees rarely see the data, metrics, or logic that produced it, making it hard to know whether a decision was fair, and even harder to challenge one that wasn't. For people managing a cancer diagnosis while working, that lack of visibility can carry extra weight.

A recent Fast Company article by Chelsey Glasson helps us understand this move towards AI decision making, its pitfalls and what's ahead. Here’s what you can do to protect yourself:

• Know your rights. If you're managing a health condition at work, familiarize yourself with your protections under the ADA and FMLA, including how leave and accommodations are supposed to factor into performance evaluations.
• Document everything. Keep your own records of what’s planned, what happened and when. If a decision about you is ever questioned, that context matters.
• Ask questions. If you're told a decision involved an automated system, it's reasonable to ask how, and whether your circumstances, like approved leave or accommodations, were factored in.
• Reach out before a decision becomes final, if you can. A conversation with management or HR about your situation, documented in writing, can help ensure your context isn't lost in the numbers.

AI isn't going away from the workplace so it’s important to understand your rights and document your own story.

Whether you are looking for work or navigating work after a diagnosis, we’ve got you covered. Check out our Looking for Work and At Work sections for more articles and resources.