In a previous post about New York City’s automated employment decision tools (AEDT) law in December 2022, we shared 5 questions employers should ask themselves in preparation for the NYC Bias Audit Law.
As a quick update, Harver continues our own preparation to ensure that our relevant offerings are compliant with NYC’s AEDT legislation. In fact, we’re proactively going above and beyond in two ways. First, we’re conducting an internal audit of our adverse impact ratio data prior to sending it to a third-party auditor to ensure compliance. And second, we’re taking on the legwork of providing this reporting data to our customers, so they don’t have to manage compliance on their own.
We’ll continue sharing additional information as we can. In the meantime, see this HR Brew article for a more detailed preview of how we’re ensuring “an extra layer of compliance” for Harver customers:
How Recruiting Software Company Harver Is Adjusting to the NYC AI Law
