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Article summary:

1. Renan Rodrigues experienced the effects of algorithmic management when he worked as a food delivery driver at Swiss company Smood.

2. AI tools are quickly making inroads into various sectors of the economy, including recruitment and employee performance tracking.

3. The use of AI in the workplace can lead to potential biases against certain groups, such as women and non-white people, and the European Union is introducing legislation to address this issue.

Article analysis:

This article provides an overview of the potential risks associated with using AI in the workplace, particularly in terms of potential biases against certain groups. The article is well-researched and provides a comprehensive overview of the topic, drawing on examples from real-world cases such as Renan Rodrigues' experience with algorithmic management at Smood and HireVue's video job interviews. The article also mentions potential legal changes that could be introduced by the European Union to address these issues.

The article does not appear to be biased or one-sided; it presents both sides of the argument fairly and objectively, noting both the potential benefits of using AI in recruitment (such as increased efficiency) as well as its risks (such as reproducing existing biases). It also provides evidence for its claims, citing studies such as PwC's survey and OpenMind's report on people analytics.

The only potential issue with this article is that it does not explore counterarguments or alternative perspectives on this topic; while it acknowledges that there are risks associated with using AI in recruitment, it does not consider any possible solutions or strategies for mitigating these risks. However, overall this article is reliable and trustworthy; it provides an accurate overview of the current state of affairs regarding AI in the workplace and offers insights into potential legal changes that could be implemented to address these issues.