Be Prepared for the NYC Bias Audit Law with Holistic AI
Holistic AI’s end-to-end independent bias audit solution simplifies alignment with the terms of Local Law 144. Achieve compliance with the help of an industry-leading independent auditor.
Why work with us:
Speedy solution: Full audit within two weeks of receiving your data, carving out a pathway towards swift adherence to the law.
Up-to-date: We keep you informed of legislative changes to promote ongoing compliance.
Customised plans: As a compliance-orientated independent auditing company, we tailor a plan to meet your unique needs.
Schedule a call with us today to learn more about how Holistic AI can help you with NYC Local Law 144.
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Join the global companies already trusting Holistic AI for NYC Bias Audits
What our clients say
“Holistic AI helps us to check our AI fairness box with their audit and offer deeply technical services for a long-term partnership. Moreover, Holistic AI is able to fully evaluate our AI models and the results of the models without creating any security risks, all the while leveraging some third-party tools to ensure collaboration is done securely."
Chief Technology Officer
“Holistic AI understands that bias auditing is a process that requires efficient project management, which they deliver at a high level. They have deep technical knowledge and can make complex concepts understandable. Holistic AI has given Wizehire a clear compliance path in a rapidly developing regulatory space. Furthermore, we feel more confident in providing our services to clients, and we are one step ahead as a leader in the small business hiring space."
Chief Technology Officer
Are you ready for the NYC Bias Audit Law?
The Local Law 144 (NYC Bias Audit Law) was enacted by the NYC Council in November 2021. As of 5 July 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 can help you prepare for the NYC Bias Audit Law
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.
Prepare a bias audit report
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:
Disparate impact analysis on persons (e.g., candidates, employees)
Per component 1 protected categories (e.g., gender, ethnicity, race)
As per the NYC regulations, we will collate the results of the bias audit report into a comprehensive summary of findings. This summary will include the selection rates and impact ratios of protected categories, and it will be shared on your company website as required by the regulations. This will help ensure that your company is in compliance with the law and promoting transparency in the use of AEDTs.
Create a summary of results
Provide ongoing training and expert insights
Our team of experts comprises machine learning engineers, data scientists, business psychologists, and legal and policy specialists who can provide you with ongoing training and insights to prevent, detect, and mitigate AI bias issues as your system evolves. This proactive approach to bias mitigation ensures that your AEDTs remain unbiased and compliant with the latest laws and regulations.
In addition to conducting the bias audit and preparing the summary of findings, we can also help you communicate the results to your clients and stakeholders. Our team can translate the technical results of the audit into clear and concise insights that interested parties can easily understand. This will help your clients and stakeholders understand the impact of the audit in relation to their specific interests and ensure transparency in your use of AEDTs.
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.
2. What is an automated employment decision tool (AEDT)?
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.
3. What are some examples of an automated employment decision tool?
Examples of automated employment decision tools include:
Resume screening tools: These tools use machine learning algorithms to analyze resumes and job applications to identify the most qualified candidates for a particular role.
Video interviews: Video interviews are pre-recorded or live interviews that candidates complete online. The videos are then scored or evaluated by an algorithm, which assesses the candidates' communication skills, body language, and other factors. Game-based/image-based assessments: These tools use games or images to assess candidates' cognitive abilities, personality traits, and other attributes that are relevant to a particular job.
Systems that rank candidates: These systems use algorithms to rank candidates based on their suitability for a particular position or how well they meet specific criteria. The systems may use data from resumes, applications, interviews, or other sources to generate a ranking.
4. Are there any exemptions to the NYC Bias Audit Law?
The NYC Bias Audit law, also known as Local Law 144, applies to all employers within 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 workplace practices. 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 the New York City Commission on Human Rights. For more information and guidance on how to comply with the law, please refer to our NYC Bias audit solution page.
5. Beyond compliance, what is the business value of an AI audit?
In addition to legal compliance, conducting an AI audit can provide several business benefits. One of the key benefits is increasing trust in AI tools, which can benefit both enterprises and candidates. Enterprises can have greater confidence in their tools, leading to better decision-making and increased efficiency. Candidates can make more informed decisions about their interactions with AI tools and what it could mean for someone like them. This can lead to increased customer satisfaction and loyalty, as well as better talent attraction and retention.
Another benefit of AI audits is that they can help mitigate risks associated with AI systems. By identifying potential biases, errors, or other issues, enterprises can take proactive steps to address them and reduce the risk of potential harm. This can help prevent reputational damage, legal issues, and other negative consequences.
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