Should Facebook Limit Its Targeting Options for Job Ads to Prevent Discrimination?
October 25, 2018
Domenique Camacho Moran, labor and employment partner at Farrell Fritz, is quoted in this article.
Facebook has been under steady fire over data breaches, misuse of personal data, improper reporting of video ad metrics, fake news and the use of its platform to influence the 2016 U.S. presidential election.
Over the past few months, Facebook has instituted several measures covering political ads on its platform, including requiring confirmation of the identity of the buyer and their location before political ads can be approved and adding labels to election-related and issue ads so that people can see who paid for them.
Should the social network take similar steps with ads for employment, housing and credit?
In separate interviews, Outten & Golden attorney Peter Romer-Friedman and Farrell Fritz partner and employment law expert Domenique Moran offered up nearly identical solutions, saying that companies seeking to place ads on Facebook for employment, housing and credit should have to indicate that they are doing so before being presented with targeting options, and those options should not include the ability to exclude protected classes or discriminate by age or gender.
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