Streamline compliance with Holistic AI

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:

• Resume screening tools: These tools use algorithms to analyze resumes and job applications to identify the most qualified candidates for a particular role.
• Video interviews: Recorded interviews scored using algorithms based on features extracted from candidate responses, which assess the candidates' communication skills, body language, and other factors.
• Game-based/image-based assessments: Algorithmically scored tools that leverage 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.

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.