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NYC Bias Audit

AI in HR: Comparing the EU AI Act and NYC Local Law 144
AI in HR: Comparing the EU AI Act and NYC Local Law 144
NYC Local Law 144 and the EU AI Act are among the most notable regulations to have emerged in this area in recent years. Both laws have profound implications for the HR industry in their respective jurisdictions. Here is a comparison between the AI Act and NYC Local Law 144.
What Happens if You Don’t Comply With the NYC Bias Audit Law?
What Happens if You Don’t Comply With the NYC Bias Audit Law?
New York City Local Law 144 (NYC Bias Audit Law) is officially in force. As of 5 July, every employer or employment agency that uses automated employment decision tools (AEDTs) in New York City is now legally bound to obtain an independent bias audit of these systems. Here is what happens when you don't comply with the NYC Bias Audit Law.
One Month until NYC Local Law 144 Enforcement: Are You Ready?
NYC Bias Audit
NYC Bias Audit
One Month until NYC Local Law 144 Enforcement: Are You Ready?
New York City Local Law 144 is set to be enforced from 5 July 2023 and will have important implications for AI and automation in talent management. It will require that employers or employment agencies using automated employment decision tools (AEDTs) to evaluate candidates for employment or employees for promotion in New York City to obtain an independent, impartial bias audit annually.
New York State Proposes its Own Bias Audit Law: A Comparison with New York City
New York State Proposes its Own Bias Audit Law: A Comparison with New York City
NYC has been leading efforts to regulate Automated Employment Decision Tools (AEDTs) through the introduction of Local Law 144, now finalised and set to be enforced from 5 July 2023. This has now been followed at the state level, with New York State introducing Assembly Bill A00567 in January 2023, requiring annual disparate impact analysis (or bias audits) of AEDTs. This blog post compares NYC Local Law 144 with the New York State Assembly's Bill A00567 and highlights where they differ.
A Comparison of NYC and New Jersey’s Bias Audit Mandates
A Comparison of NYC and New Jersey’s Bias Audit Mandates
In this blog post, we compare New York City Local Law 144, which will require independent bias audits of automated employment decision tools from the 5 July 2023, and the New Jersey Assembly Bill 4909, which has been recently introduced and will have similar requirements if passed.
Disparate Impact in Bias Audits: Evaluating the DCWP’s Impact Ratio Metrics for Regression Systems
Disparate Impact in Bias Audits: Evaluating the DCWP’s Impact Ratio Metrics for Regression Systems
In recent years, the fairness of automated employment decision tools (AEDTs) has received increasing attention. In November 2021, the New York City Council passed Local Law 144, which mandates bias audits of these systems.
Overcoming Small Sample Sizes When Identifying Bias
Overcoming Small Sample Sizes When Identifying Bias
Under Local Law 144, employers and employment agencies are required to commission independent, impartial bias audits of their tools, where, under the latest version of the Department of Consumer and Worker Protection’s (DCWP) proposed rules, bias should be determined using impact ratios based on outcomes for different subgroups. In this blog post, we outline the metrics required to conduct the bias audit, how small sample sizes can pose issues, and how they can be dealt with when carrying out audits.
NYC Bias Audits Protected Characteristics
NYC Bias Audits Protected Characteristics
The New York City Council took decisive action to mandate bias audits of automated employment decision tools (AEDTs) used to evaluate employees for promotion or candidates for employment in New York City, signaling that the risks of Artificial Intelligence (AI) are becoming an increasing regulatory concern. Local Law 144, also known as the NYC Bias Audit Law, is the first of its kind to codify independent, impartial bias audits in law.
Department of Consumer and Worker Protection’s Public Hearing on the NYC Bias Audit Law (Local Law 144): Key Takeaways 
Department of Consumer and Worker Protection’s Public Hearing on the NYC Bias Audit Law (Local Law 144): Key Takeaways 
Following their proposed rules for the NYC Bias Audit legislation, the Department of Consumer and Worker Protection held a public hearing. In this blog, we summarise the key takeaways from this session.
HR Tech Regulations: New York City vs California’s Approaches to Regulating Bias and Discrimination
HR Tech Regulations: New York City vs California’s Approaches to Regulating Bias and Discrimination
The blog compares the NYC bias audit law with California’s proposed Workplace Technology Accountability Act and Proposed Modifications to Employment Regulations Regarding Automated-Decision Systems.
Webinar: NYC Bias Audit Law
Webinar: NYC Bias Audit Law
Local Law 144 takes effect on 5 July 2023. It mandates independent bias audits of automated tools which are used to make or support decisions about hiring candidates or promoting employees within New York City. Learn about how RHR International, a global leadership consulting firm, are working with Holistic AI to prepare for the upcoming deadline.
New York City Government Proposes Changes to the Mandatory Bias Audit Law: Here’s Everything You Need to Know
New York City Government Proposes Changes to the Mandatory Bias Audit Law: Here’s Everything You Need to Know
The New York City (NYC) Department of Consumer and Worker Protection (DCWP) published proposed amendments to Local Law 144, which mandates independent bias audits of ‘automated employment decision tools’ used by employers or employment agencies.
How Hired Chose Holistic AI to be Their Auditing Partner
How Hired Chose Holistic AI to be Their Auditing Partner
Aware of the NYC Bias Audit legislation, Hired's CTO Dave Walters began vetting AI audit providers, deciding that Holistic AI was just what they were looking for. In his interview with Protocol, Dave outlines the criteria he used in his search for a partner.
What is Bias and How Can it be Mitigated?
What is Bias and How Can it be Mitigated?
Bias refers to unjustified differences in outcomes for different subgroups. To contextualise this, bias in recruitment could take the form of white candidates being hired at a greater rate than non-white when the race is not related to job requirements.
Who Needs to Comply with the NYC Bias Audit Mandate?
Who Needs to Comply with the NYC Bias Audit Mandate?
New York City’s legislation requiring bias audits of automated employment decision tools is coming into effect in just a few months (5 July 2023) and has left many people wondering – do I need an audit, or am I exempt?
Regulating the Robots: NYC Mandates ‘Bias Audits’ for AI-Driven Employment Decisions
Regulating the Robots: NYC Mandates ‘Bias Audits’ for AI-Driven Employment Decisions
Recruitment tools driven by artificial intelligence (AI) algorithms – including game- or image-based assessments and algorithmically analysed video interviews – are becoming more mainstream, with uptake accelerated by the pandemic. The growing adoption of these tools has led to concerns about how they can be applied ethically and without discrimination.
10 Things You Need to Know About the NYC Mandatory Bias Audits [July 2023]
10 Things You Need to Know About the NYC Mandatory Bias Audits [July 2023]
‍Originally due to come into effect on 1st January 2023, the enforcement date of the NYC Bias audit law (Local Law 144) has been pushed back to 5 July 2023. Here’s what you need to know.
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