Worcester Business Journal

wbjournal.com | July 27, 2026 | Worcester Business Journal 21 ADVICE & OPINION BY TIMOTHY MURRAY Special to WBJ M assachusetts has earned its repu- tation as a leader in education by prioritizing invest- ment in our students and schools. e newly enacted Federal Scholarship Tax Credit program, set to take effect on Jan. 1 presents an opportunity to build on this foundation by injecting new resources into our educational ecosystem. However, this opportunity is not automatic; Gov. Maura Healey must officially opt-in to secure these funds and ensure the Commonwealth does not miss a vital window for edu- cational advancement. e mechanics of the program are simple but transformative. Any taxpayer can donate up to $1,700 to an approved nonprofit Scholarship Granting Organization and receive a dollar-for-dollar federal tax credit. Projections show this could generate an estimated $660 million annually, bringing up to $1 billion in tax-cred- it-eligible gis to Massachusetts over its first three years. Crucially, this represents 100% new federal funding that will not increase state spending or diminish public school budgets. While some have characterized the program as a private school voucher initiative, that perspective overlooks the substantial benefits available to public school students. Whereas fam- ilies earning up to 300% of the area median income are eligible, roughly 90% of Massachusetts students quali- fy. Families can utilize these funds for vital supplemental services, including academic tutoring, special education therapies, aer-school programs, and technology. Furthermore, this influx of capital would drastically expand the capacity of community pillars like the YMCA and Boys & Girls Clubs, where the demand for out-of-school care outstrips supply two to one. Further, our local employers face a persistent need for a robust talent pipeline. ese scholarships can directly fund career and technical ed- ucation, apprenticeships, and dual-en- rollment programs. If the state fails to act, our workforce and business community will miss out on a critical opportunity to train the next genera- tion of skilled workers. Refusing to participate would place Massachusetts at a competitive disad- vantage within New England. While New Hampshire has already opted-in, if the Commonwealth declines to participate, our taxpayers' dollars will simply be redirected to fund students in other states or absorbed back into the U.S. Treasury. Rejecting this fed- eral support would mirror the costly policy mistakes of states that turned away the Afford- able Care Act's Medicaid expan- sion, leaving their own constituents underserved. By opting in, Massachusetts stands to capture a significant economic and educational advantage, securing vital resources that would otherwise be le on the table. Choosing this path aligns the Commonwealth with fellow Demo- cratic leaders, including the governors of Colorado and North Carolina who have already joined, and New York's Gov. Kathy Hochul, who has an- nounced her intent to do the same. With 68% of Massachusetts voters supporting participation, the mandate is clear. Gov. Healey and state leaders should put students, families, and our future workforce first by fully embracing the Federal Scholarship Tax Credit. Timothy Murray is president and CEO of the Worcester Regional Chamber of Commerce. Mass. must opt into the Federal Scholarship Tax Credit Timothy Murray CHAMBER CORNER W BY LAURA M. RAISTY Special to WBJ A rtificial intelligence is changing the way com- panies hire new employ- ees. Many employers are turning to technology like automated resume screeners, chatbots, and video interview tools to help sort through job applications and choose the best candidates more effi- ciently. ese tools promise speed and convenience, and in some cases, they can reduce human bias. But they also come with significant risks, especially in fairness and discrimination. In Washington, D.C. and on Beacon Hill, lawmakers and regulators are trying to fit AI policy into the existing anti-discrimination legal framework, which includes Title VII protections, the Americans with Disabilities Act, and the Age Discrimination in Em- ployment Act. ese developments do not eliminate employers' legal obligations to comply with federal anti-discrimination laws. In Massachusetts, the Attorney General's Office issued an advisory in 2024 emphasizing that users of AI in the commonwealth must adhere to anti-discrimination laws. e advisory makes clear employers are prohibited from using AI that discriminates on the basis of a protected characteristic. Pending proposals in the Legisla- ture like Senate Bill S.35, its House counterpart H.77, and Senate Docket 3007, collectively reflect growing mo- mentum toward regulating automated decision systems in employment. Employers in Massachusetts should monitor these developments closely. So, what does this mean for Massa- chusetts employers? If your company is already using – or thinking about using – AI in any part of the hiring process, now is a good time to review how those tools work and whether they could be causing unintended re- sults. Here are five steps you can take: 1. Understand the tools you are using. Take time to learn how your AI systems operate, including what data they rely on and how they make decisions. If you don't understand how a tool works, it may be harder to identify potential risks. 2. Work with your vendors. If you are using third-party AI tools, ask vendors how they test their systems for bias and whether they conduct regular audits. Make sure you are comfortable with the safeguards in place. 3. Look for signs of bias. Review your hiring data. Are certain groups of applicants rejected more oen than others? AI might be reinforcing bias. 4. Be upfront with applicants. Let candidates know if AI is being used in their application process and explain how it works. Transpar- ency builds trust, and it might soon be legally required. 5. Keep humans in the loop. Even if AI is used to help with deci- sion-making, make sure a real person reviews important choices. Don't let soware make final hiring decisions. AI can be a helpful tool, but it isn't perfect. It can sometimes reflect and repeat the same unfair patterns that already exist in society. Employers must stay alert and informed to make sure these technologies support nondiscrim- inatory hiring, not undermine it. Laura M. Raisty is a partner at Worcester law firm Bowditch & Dewey, where she counsels and defends employers in matters related to employer-employee relationships. Five things Mass. employers should know about using AI in hiring Laura M. Raisty KNOW HOW W

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