Reduce risk of financial penalties, legal liability, and bolster reputation
Minimize the risk of bias and strengthen compliance with equal opportunity laws
Our solution demonstrates a commitment to responsible AI practices, reinforcing customer and stakeholder trust
Identify potential cases of bias across your AI systems and receive customized mitigation strategies
Receive a summary of results to publish on your website, fulfilling the requirements of the law and demonstrating the results of your bias audit to key stakeholders
Continuous access to our team of leading AI experts and support in stakeholder communication
A bias audit is an evaluation of an automated employment decision tool that aims to identify and mitigate any biases that may exist in the tool's design or implementation. The audit is carried out by an independent third-party auditor who examines the tool's algorithms, data inputs, and decision-making processes to determine whether they produce fair and impartial outcomes.
An automated employment decision tool is a computational process that uses machine learning, statistical modeling, data analytics, or artificial intelligence to aid or automate decision-making for employment-related decisions. The tool produces a simplified output, such as a score, classification, or recommendation, that employers can use to screen, evaluate, or select candidates for employment or promotion.
Examples of automated employment decision tools include:
The NYC Bias Audit law, also known as Local Law 144, applies to all employers or employment agencies that use automated employment decision tools to evaluate candidates for employment or employees for promotion that reside in New York City and does not provide any exemptions based on the size of the organization or its revenue. Therefore, all employers, regardless of their size or type, are required to comply with the law and conduct a bias audit of their AEDTs. This includes conducting a comprehensive analysis of hiring, promotion, and retention policies and procedures to identify and address any potential biases that may exist. Failure to comply with the law may result in penalties and fines imposed by DCWP. When audits identify violations of human rights laws, cases will be referred to the New York City Commission on Human Rights.
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