Disrupsi Kesetaraan Gender dalam Rekrutmen Digital Berbasis AI di Indonesia
DOI:
https://doi.org/10.70182/jca.v2i5.1683Keywords:
diskriminasi algoritmik, kecerdasan buatan , diskriminasi tidak langsung , rekrutmen CPNS , regulasi Indonesia.Abstract
Perkembangan kecerdasan buatan (Artificial Intelligence/AI) dalam sistem rekrutmen telah mengubah proses seleksi tenaga kerja menjadi semakin berbasis data dan algoritma. Meskipun teknologi ini sering dipromosikan sebagai mekanisme yang lebih objektif dan efisien, berbagai penelitian menunjukkan bahwa algoritma rekrutmen berpotensi mereproduksi bias historis yang tertanam dalam data pelatihan, sehingga dapat menimbulkan diskriminasi tidak langsung (indirect discrimination) terhadap kelompok tertentu terutama perempuan. Penelitian ini bertujuan untuk mengidentifikasi potensi reproduksi bias gender dalam sistem rekrutmen berbasis AI, menganalisis bentuk diskriminasi tidak langsung dalam proses seleksi otomatis, serta mengevaluasi kesiapan kerangka regulasi Indonesia dalam merespons risiko tersebut. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus pada sistem rekrutmen aparatur sipil negara. Hasil penelitian menunjukkan bahwa penggunaan algoritma dalam proses seleksi memiliki potensi mereproduksi ketimpangan gender akibat bias data historis dan kurangnya transparansi dalam sistem pengambilan keputusan algoritmik. Sementara itu, kerangka regulasi nasional terutama Undang-Undang Ketenagakerjaan dan Undang-Undang Nomor 27 Tahun 2022 tentang Perlindungan Data Pribadi belum secara spesifik mengatur transparansi algoritma, mekanisme audit AI, maupun akuntabilitas terhadap keputusan otomatis dalam proses rekrutmen. Kondisi ini menunjukkan adanya kesenjangan regulasi dalam tata kelola penggunaan AI pada sistem rekrutmen di Indonesia.
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Copyright (c) 2026 Angelica Albina Pagnozzi, Riviera Elga Apriandita, Ika Arinia Indriyany (Author)
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