Due to increasing concerns about the risks of using automated tools to make employment decisions, the New York City Council took decisive action, passing a landmark piece of legislation in 2021 known as the Bias Audit Law. This law – Local Law 144 – is set to be enforced from 5 July 2023, after first being pushed back to 15 April 2023 from its initial enforcement date of 1 January 2023. In this blog post, we give an overview of the key elements of the rules that have evolved throughout this rulemaking process.
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.
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?
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.
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.
California is among the states leading the US’ efforts to regulate AI to make it safer and fairer, proposing legislation to limit workplace monitoring and modifications to employment regulations to address the use of automated-decision systems. However, its latest initiative takes a broader approach, seeking to regulate tools used to make consequential life decisions.
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.
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.
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.
In an attempt to regulate the use of artificial intelligence (AI) by State Agencies, Connecticut lawmakers have taken decisive action and proposed SB- 1103, An Act Concerning Artificial Intelligence, Automated Decision-Making and Personal Data Privacy. The Proposed Bill aims to establish an Office of Artificial Intelligence, a task force to study artificial intelligence and develop an AI Bill of Rights.
On 31 January 2023, the Equal Employment Opportunity Commission (EEOC) held a public hearing on how the use of automated systems, including artificial intelligence, in employment decisions can comply with the federal civil rights laws the EEOC enforces. Check out our latest blog article on the key takeaways from the hearing, including how to promote diversity, equity and inclusion.
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.
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.
In January 2019, the New York Department of Financial Services published a circular letter to all insurers authorized to write life insurance in New York State. The letter makes it clear that insurers should not use an external data source, algorithm or predictive model in underwriting or rating unless it has been determined by the insurer (not just the vendor) that the system does not collect or use prohibited criteria.
The Artificial Intelligence Training for the Acquisition Workforce Act (AI Training Act) was signed into law by President Biden in October 2022. The Act is premised on education and training to inform procurement and facilitate the adoption of AI for services at the Federal Level.
Washington DC proposes the "stop discrimination by algorithms act" aiming to prevent algorithmic discrimination for protected classes.
California has proposed a Workplace Technology Accountability Act and modifications to its employment regulations to address automated decision systems. In this blog, we compare these proposals to the proposed EU AI Act.
California has proposed amendments to its employment regulations to extend non-discrimination practices to automated decision tools. Here are a few things you need to know about the proposed modifications.
The California Workplace Technology Accountability Act aims to increase the accountability surrounding using technology in the workplace and reduce potential harm. Here are 10 things that you need to know about the proposed Act.
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.
The White House recently published a Blueprint for an AI Bill of Rights, signalling the intent of the U.S. government to regulate AI.
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.
Colorado’s General Assembly enacted legislation last year that restricts insurers’ use of ‘external consumer data’, prohibits data, algorithms, or predictive models from unfairly discriminating, and requires insurers to test their systems and demonstrate that they are not biased.
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.
The Artificial Intelligence Video Interview Act came into effect in Illinois on 1st January 2020, affecting employers who use artificial intelligence to analyse video interviews of job applicants. Here are the 5 things you need to know about this legislation.
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