EC projects

EquiTech

European Commission Citizens, Equality, Rights and Values Programme (CERV-2023-EQUAL)

Project abstract

Public authorities’ uptake of AI and other algorithmic tools in data collection, processing and services is a rapid and, most probably, a non-reversible new reality. Globally, many governments use automated decision support tools or even automated (algorithm-based) decision-making (ADM) systems in their everyday operations. ADM is the process of making a decision or creating other legally relevant output through automated means with limited or no human involvement. The ADM systems may process large amounts of information, identify patterns, make predictions, or take various types of actions based on predefined criteria.

The general objective of the project is to enhance the capacity of public authorities and their co-operation partners in Estonia and Lithuania in addressing risks of discrimination and bias in ADM systems. This will be achieved by in-depth research, developing support materials, trainings and a media campaign. This project seeks to contribute to prevention of discrimination and gender inequality within the European Union context by ensuring that the ADM systems used in the public sector are fair and non-discriminatory. The key activities include: 
1. Research on gaps in policies and legal frameworks on AI in Estonia and Lithuania together with mapping of potential risks of discrimination and bias in ADM systems deployed by Estonian public authorities; 
2. Development of guidelines, impact assessment checklist, training materials and online course for public sector employees and system developers to address potential risks for discrimination and bias in design and deployment of ADM systems;
3. Capacity building among project stakeholders and target groups through trainings, study trips, international conference and an academic workshop; 
4.Raising public awareness on the risks of discrimination and bias in public sector ADM systems.

The project commenced on May 1, 2024, and will last a period of 24 months.

Project consortium

Office of Gender Equality and Equal Treatment Commissioner in Estonia
Office of the Equal Opportunities Ombudsperson in Lithuania
Tallinn University of Technology
Ministry of Economic Affairs and Communications in Estonia
Ministry of Justice in Estonia

Project summary

Public authorities’ uptake of AI and other algorithmic tools in data collection, processing and services is a rapid and, most probably, a non-reversible new reality. Globally, many governments use automated decision support tools or even automated (algorithm-based) decision-making (ADM) systems in their everyday operations. ADM is the process of making a decision or creating other legally relevant output through automated means with limited or no human involvement.

 The ADM systems may process large amounts of information, identify patterns, make predictions, or take various types of actions based on predefined criteria. In the recent years there have been more than 120 AI or algorithmic solutions implemented in the Estonian public sector and this number is constantly growing. Similarly, there is an increasing uptake of digital solutions in the Lithuanian public sector. 

The increasing use of AI and other algorithms by both public authorities and enterprises presents an opportunity to generate added value for society in almost every economic sector and in some of the most important domains, such as health, education, transport, governance, security, and environment. Nevertheless, alongside this potential, it is also crucial to bear in mind that the use of AI entails significant challenges posed by the increasing ability of AI to make complex decisions and perform actions without human involvement or control. The use of AI can thus have significant consequences regarding gender equality, fundamental rights, democracy and the rule of law as well as the social and economic equilibrium of society.
One of these major impacts concerns fairness and discrimination. The public sector ADM systems can bring about extensive and systematic discrimination of vulnerable groups if biases in the data and the algorithms are not correctly identified and removed. This can be observed in many cases, such as the Dutch SyRi case where an ADM system wrongfully labelled many immigrants as fraudsters in applying for child care benefits, or the PredPol system, which was a predictive policing algorithm meant to aid law enforcement by predicting future crime, but ended up presenting biased output. 

To ensure that ADM systems operate in line with people’s best interests, it is imperative to prioritise and promote activities to identify and mitigate biases and discrimination within the systems, especially as ADM systems are increasingly used in a way that significantly impacts people rights and obligations. Yet processes and measures to reduce discrimination and bias (discrimination is a negative result of bias) are often not well integrated into these systems. Indeed, even the exact mechanisms through which ADM results in discriminatory outcomes are often not fully understood. 

To tackle the above, the general objective of the EquiTech project is to enhance the capacity of public authorities and their co-operation partners in Estonia and Lithuania in addressing risks of discrimination and bias in ADM systems. This will be achieved by in-depth research, developing support materials, trainings and a media campaign. 

EquiTech project seeks to contribute to prevention of discrimination and gender inequality within the European Union context by ensuring that the ADM systems used in the public sector are fair and non-discriminatory. The key activities include: 

1. Research on gaps in policies and legal frameworks on AI in Estonia and Lithuania together with mapping of potential risks of discrimination and bias in ADM systems deployed by Estonian public authorities; 

2. Development of guidelines, impact assessment checklist, training materials and online course for public sector employees and system developers to address potential risks for discrimination and bias in design and deployment of ADM systems; 

3. Capacity building among project stakeholders and target groups through trainings, study trips, international conference and an academic workshop; 

4.Raising public awareness on the risks of discrimination and bias in public sector ADM systems.

While Estonian and Lithuanian law and policy follow the EU policies in equal treatment promoting equality and supporting the fight against racism, xenophobia and discrimination, the result of EquiTech project should provide competence and know-how in implementing these rules into practical solutions, in the context of ADM systems. 

As a result, the EquiTech project will minimize the probability of discrimination and bias in Estonian and Lithuanian ADM systems and set an example to other EU Member States, contribute to the national action plans against racism and strategies against antisemitism, anti-Muslim hatred and xenophobia, LGBTIQ-phobia and all other forms of intolerance.

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The project "Towards gender equality through increased capabilities for work-life balance, WoBaCa" is coordinated by the Office of the Commissioner for Gender Equality and Equal Treatment in Estonia. The project is co-financed by the European Commission.

You can find the project website here.

The project aims to promote gender equality and increase the capacity of women and men to increase work-life balance by developing a number of innovative and interactive tools. These tools help increase equality by improving everyday practical skills, changing attitudes and reducing gender stereotypes.

One of these innovative tools is a strategic learning game, which has been developed into both a physical board game and a digital game. The game is based on the Commissioner's analysis of aspects that hinder the achievement of work-life balance or encourage discriminatory practices that negatively affect this balance.

The learning game is designed for use in schools, companies and the general public. As part of a larger project, the learning game is used in parallel with a series of short films. The educational series was produced by Kuukulgur Film.
The output of the project is also guidelines supporting the balance of work and family life: for people with family responsibilities, their co-workers, management of an organization or company, local government, educational institutions or training institutions, policy makers, contractors and employees, and a guide in plain language.

The project is implemented in cooperation with the city of Heidelberg in Germany and the Equality Commissioner of Serbia, from whom we receive valuable feedback on the use of the tools created within the framework of the project, both at the national and municipal levels. The third partner of the project is the Estonian Business School, whose role is to conduct research and methodology based on behavioral sciences.

The Republic of Serbia took part in the "Third Quality of Life Survey in Europe" study, which compared work-life balance in the Western Balkan countries, and the study found that Serbia has the highest percentage of workers who lack work-life balance. This is explained by work organization and inflexible working hours. Women do unpaid work to a greater extent than men, and this is also reflected in the work-life balance.

The city of Heidelberg has exemplary practices that ensure gender equality at the local level. On March 29, 2007, the Heidelberg City Council signed the European Union Equality Charter: "The European Charter for Equality of Women and Men in Local Life". Heidelberg became the first city in Baden-Wuerttemberg and the second city in Germany with more than 100,000 inhabitants to officially approve and implement the charter. Heidelberg was also the first city in Germany to submit a second Equality Action Plan. The plan is based on a clearly structured framework, the goal of which is the ability to assess the development process of an attractive and gender-sensitive municipality. The city of Heidelberg has experience working with students on issues related to work-life balance, so their experience will be invaluable in the implementation of the project.

The project will last for two years: February 17, 2020 to February 16, 2022.

Read more WoBaCa webpage

Parents@Work

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