The New York City Bias Audit Law (Local Law 144) was enacted by the NYC Council in November 2021.
From 15th April 2023, companies are prohibited from using automated tools to hire candidates or promote employees, unless the tools have been independently audited for bias. These regulations are likely to affect hundreds of organisations within the city and may include your own.
We’ve created a full checklist of the requirements of the NYC Bias Audit mandate at the link below, to give you a step-by-step guide through preparing for the new regulations.Get Started
Ensure you’re compliant with the new NYC bias audit requirements with a fully independent and impartial audit from Holistic AI. Our solution is fully scalable, suitable for any size of organisation.
We conduct an independent bias audit, in line with the NYC bias audit law requirements, to examine whether your system is discriminating against any protected categories, such as gender, sex, ethnicity, or race.
Bias assessment per system, including, but not limited to:
Our findings from the bias audit report are collated into a summary of results, including the selection rates and impact ratios of protected categories, to be shared on your company website, as required by the NYC regulations.
Our expert team of machine learning engineers, data scientists, business psychologists, and law and policy experts provide you with ongoing training and insight on preventing, detecting and mitigating AI bias issues as your system develops.
We can also assist in communicating the findings of the bias audit to your clients and stakeholders, translating the results into clear insights for interested parties to understand the impact of the audit in relation to their specific interests.
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 15th of April 2023, and the New Jersey Assembly Bill 4909, which has been recently introduced and will have similar requirements if passed.
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.
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