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EEOC AI Bias Audit

Ensure compliance of your AI systems with Title VII of the Civil Rights Act of 1964 through an independent bias audit based on the EEOC guidance.

Leverage the Holistic AI Platform's tech-driven audit solution to seamlessly follow the U.S. Equal Employment Opportunity Commission (EEOC) guidance for AI systems. Our end-to-end strategy simplifies compliance, assuring swift adherence with minimal team burden. Rely on Holistic AI to handle regulatory complexities, letting you focus on core business objectives.

Why work with us:

We conduct an independent third-party audit of your AI systems, in line with the guidance provided by the EEOC. The final report will detail the usage of automated employment-decision tools (AEDTs)

  • We keep you informed with our timely updates on legislative changes, ensuring that your organisation is ahead of the curve and ready to comply with changing regulatory requirements.
  • With our strong focus on swift and expert audit services, we’re dedicated to providing bespoke plans that address your business needs, fulfilling your compliance obligations seamlessly.
  • We produce a comprehensive audit report with key findings and custom recommendations for maximising compliance with Title VII.
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The EEOC AI bias guidance

The EEOC is leading the way for federal agencies in the U.S. to ensure AI does not perpetuate bias or present barriers to employment opportunities. Under Title VII of the Civil Rights Act of 1964 employers are prohibited from discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), or national origin, applying to all employment practices, including recruitment, monitoring, transfer, and evaluation of employees.

The Guidelines provided by the EEOC address how organizations need to ensure that their use of algorithmic decision-making tools – such as AI and Machine Learning models – remain compliant with Title VII.  

EEOC recommendations for employers on using automated systems incorporating AI in HR

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We audit your AI systems

Our methodology for independent third-party audits provides regular checks on your automated tool's algorithmic performance. This enhances transparency and efficiency, and enables compliance with relevant regulations.

Collaborate with all relevant parties

Audits of HR tech tools are a collaborative process between Holistic AI and relevant parties such as the vendor of the tools and employers deploying the tool. We maintain an open communication channel throughout the process to ensure transparency and collection of in-depth information to inform a holistic understanding of the system.

After conducting an independent third-party audit, Holistic AI issues a final auditing report. This report details the system(s) audited, adverse impact analysis method and results, and provides customised recommendations for mitigations or continued compliance.

Prepare an independent third-party audit report

Provide continuous support and insights

Our team of experts, comprised of machine learning engineers, data scientists, business psychologists, and legal and policy experts, stands ready to offer ongoing training and expert insights. This proactive approach towards algorithm auditing ensures that your automated tools remain agile and compliant with regulatory developments and emerging best practices.

Beyond performing the independent third-party audit, we are also equipped to help you relay these findings to your clients and stakeholders. Our adept team can distil the technical output of the audit into digestible, concise insights that resonate with non-technical audiences. This approach fosters an understanding of the audit's implications tailored to their distinct interests and promotes transparency within your AI inventory.

Assistance with client and stakeholder correspondence

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FAQs related to EEOC AI bias audit

1. Are bias audits of AI employment systems required by law?


2. Is an employer responsible for its use of AI employment-decision tools if they are designed or administered by another entity, such as a software vendor?


3. Could the employment of an algorithmic decision-making tool by an employer be considered a "selection procedure"?


4. What is a selection rate?


5. What is the “four-fiths rule”?

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Relevant articles on US AI Regulations