New York City’s Bias Audit Law regulates automated employment decision tools (AEDTs) in hiring. These tools use artificial intelligence, machine learning, or similar technologies to generate scores, classifications, or recommendations that affect employment decisions.
Watch our webinar on complying with New York City’s Bias Audit Law
In a recent webinar, we covered the following topics related to New York City’s Bias Audit Law:
- The law’s general requirements include informing candidates of the use of AEDTs, conducting independent bias audits, publishing audit summaries, and providing notice to affected candidates.
- The definition and examples of AEDTs, and how to determine if they substantially assist or replace human decision making.
- The scope and applicability of the law and how it affects employers and employment agencies that use AEDTs in New York City or for remote jobs associated with an office in New York City.
- The details and methods of conducting bias audits and what data and metrics they must include.
- The penalties and risks of noncompliance and how to mitigate them by conducting privileged audits, updating job descriptions and website notices, and consulting with legal counsel.
- The future implications and challenges of the law and how it may expand to cover more protected categories or overlap with other privacy or discrimination laws.